As the year moves forward, people are quitting their jobs in droves. According to CNBC, over 4 million people have quit their US-based jobs every single month between January and July of 2022, and about 40% of workers are considering doing the same.
So, why the mass exodus? Well, reasons for leaving can be attributed to low pay, burnout, and as career coach Sam DeMase points out, poor management.
After spending 11 years working in corporate recruiting, training, and leadership development, Sam has switched to coaching and self-advocacy work in hopes of encouraging employees to get what they're worth, and WHEW. It's resonating.
In the clip, Sam points out four red flags. First, "All of your one-on-ones with them are simply status updates rather than focusing on your development and goals," or you "don't have any one-on-ones with them because they're 'too busy.' Doing what? We don't know."
Second, it's a red flag if "they don't set clear expectations."
The third thing to look out for: "They are not a vocal advocate for you to move up or over to another team."
And finally, "They present a heavy workload as an opportunity or source of motivation."
More often than not, commenters related Sam's warnings to their own experiences with their bosses. "[I've had] two yearly reviews in three and a half years," one person lamented.
To learn how workers can advocate for themselves if they're stuck in any of the given situations, BuzzFeed reached out to Sam, who said, "[If] one-on-ones are simply status updates [or if] you don't have one-on-ones with them at all, request a weekly or biweekly one-on-one with your immediate supervisor. This is essential for both of you, as you need to be aligned when it comes to short-term and long-term goals, strategic direction changes, and your ongoing development."
"The agenda for your one-on-ones should include questions you have on current projects, your weekly wins and challenges, goals status check-in, and at least 15 minutes on your professional development, [such as] areas in which you excel, skills you're actively working on, and your short- and long-term career goals."
Similarly, "[If] they don't set clear expectations, ask for a list of goals for three levels: for the company overall, for your broader team, and for you specifically," Sam said. "It's important to see how your individual work supports the company's strategic goals."
"Your work has a serious impact on this company. This [also] comes in very handy for performance review season when you are advocating for a raise and promotion."
The third red flag centered around managers who do not advocate for you when you have the desire to move up. On this point, Sam said: "I start with asking them a direct, simple question: 'Will you advocate for me on this?' This will give you your answer. A boss who won't advocate for you may have a lack of self-confidence or may not want to put in the effort (yikes)."
"In any case, they're massively missing the mark. Document this and talk with HR about transferring to another team. Ultimately, you deserve a boss who is excited to advocate for you. When you shine, they shine. A great leader recognizes that."
And if your boss presents a heavy workload as an "opportunity" or some weird motivational tactic, "Start by opening up a dialogue with them," Sam suggests. "Be direct. Say something like, 'I'm overwhelmed with my current workload. Can we take a look at my list of projects, prioritize, and delegate so I can be set up for success moving forward?'"
"Come to the meeting prepared with a list of what you feel is realistic and closely aligned with your job description and scope of role."
Ultimately, though, one of the easiest ways to deal with a toxic manager is by weeding them out from the beginning โ which starts during the interview process. "Advocate for yourself and understand a manager's style starts during the interview process," Sam said. "When interviewing, it's important to know how to identify a toxic boss. Here are some things you can do:"
"One: During your interview with the person you will report to, inquire about their leadership style. You can ask, 'What is your leadership philosophy? How many people have you developed and promoted in the past year? What is your preferred style of communication? What are your workplace boundaries? How do you encourage healthy work/life balance on your team? [Or] what do you love about working here?'
If they don't offer it, always ask for an interview or informal chat with someone who will be on your immediate team (aka someone who already reports to who you would report to)."
And finally, "Don't accept a job without first chatting with someone who will be your peer.ย Ask them questions about the work environment, the leader's style, how many people have been promoted in the past year, work/life balance and boundaries, what they like about being part of the team, etc."
With these tools, 33-year-old Sam hopes employees can find more pleasure in their workplace. However, if you are currently under a manager exhibiting red flags and are not in the position to switch jobs, she believes finding a therapist or friends to lean on is essential.
If you'd like to keep up with Sam, you can follow her on TikTok and Instagram.