Feeling unfulfilled in your current role and considering a career change? Before jumping into a new position, it’s important that you look beyond the salary package and job title and consider what really makes you happy. Genuine workplace happiness depends less on the industry itself and more on human connection, supportive culture, and team dynamics. With workplace burnout rates soaring across sectors, finding an organisation that prioritises these human elements can make all the difference in your career satisfaction.
Meet the expert: Julia Finnis-Bedford has spent over 25 years building a business based on creativity, human connection and creating environments where everyone can thrive. She is the founder of Amazing Spaces real estate agency and is a passionate advocate for cultivating truly safe and inclusive spaces for women in the workplace. And has a flair for interiors.
Red flag #1: Lone Wolf Culture
The company primarily celebrates lone achievers or creates competition between colleagues; you might find yourself isolated rather than supported.
THE FIX: During interviews, ask about mentorship programmes and how knowledge is shared. Organisations that value connection pair newcomers with experienced team members rather than fostering internal competition. I have found that this type of collaboration helps my teams bond really quickly and build respect for one another.
Red flag #2: Work-Life Imbalance
Companies that talk about work-life balance but expect constant availability or celebrate overwork may quickly lead to burnout.
THE FIX: Inquire about concrete wellness practices integrated into the workday. I’ve incorporated meditation sessions, walking meetings, and flexible schedules to accommodate personal wellbeing routines in my company. Self-care must be treated as essential, not optional.
Red flag #3: Siloed Meeting &Teams
If team members rarely interact outside of formal meetings or work exclusively in silos, authentic relationships may be difficult to build.
THE FIX: Ask about how team members connect beyond work tasks. Forward-thinking organisations create intentional spaces for relationship-building. These can be done through team lunches, coffee breaks, or informal gatherings. At Amazing Spaces we have our own in-house chef who make lunches for us, which we eat together daily. These seemingly small touchpoints often indicate a culture that values human connection.
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Red flag #4: Performative Team Building
If team activities centre around drinking or forced participation in activities without meaning, the company may be checking a box rather than building genuine connection.
THE FIX: Organisations committed to human connection design experiences that foster vulnerability and authentic sharing rather than focusing exclusively on productivity or competition. For example, in my company we’ve had team members share meaningful songs during our weekend retreats, creating unexpected emotional bonds.
Red flag #5: Lack Of Understanding Individuality
Generic job descriptions and one-size-fits-all performance metrics may indicate a workplace that doesn’t recognise individual differences.
THE FIX: Using personality assessments or strength-finding tools is very useful and companies that invest in understanding team members’ unique attributes often create more harmonious work environments where individuals can contribute from their strengths.
Red flag #6: Glorified Burnout Culture
If leaders brag about working weekends or sending midnight emails, similar expectations likely exist for all employees regardless of official policies.
THE FIX: Observe how leadership talks about their own lives and work habits. In my company, I start workdays at 10:30 after meditation, journaling, and exercise ad encourage my staff to do the same. Leaders who openly prioritise wellbeing give implicit permission for everyone to maintain healthy boundaries.
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Red flag #7: Micromanagement/Lack Of Trust
Excessive approvals for routine decisions or micromanagement suggests a lack of trust that can stifle your growth and satisfaction.
THE FIX: Consider how decisions are made at various levels. In my experience, I find that when I empower my team members to make decisions without my constant approval, they grow faster and are more loyal to sticking by me.
Red flag #8: Transactional Focus
If client or customer relationships are discussed solely in terms of metrics or transactions, the human element may be missing from the company’s approach overall.
THE FIX: Companies with a human-centred approach develop practices that deepen connections with all stakeholders, creating more meaningful work experiences. Always consider how a company builds relationships with clients beyond transactions.
