Looking for an Insight Towards Your Future Team?

I have recently faced this question frequently from candidates. Most of the time it is very difficult to judge the organization if they are good for your career or not? Would that suffice the purpose for which one changes the job?

The answer lies within. Your colleagues/managers are one of the stakeholders influencing for your career, aspirations, your health, and even self-image in a profound way. A great manager makes even tedious jobs exciting, while a toxic manager will make you feel horrible even in the best of companies.

A great team is a shadow of a good leader. No Team can be good if the leader leading it not good.

"Don’t just look for a great job, look for a great boss"

What we do not know or pay importance to is, Interview is a two-way street (which doesn't mean, you are supposed to answer only. A good candidate is also being judged by the level of clarity & interest he/she shows for the self and the job they are going to join. Thus, Ask the questions which is important to you once interviewer is done asking.

So, always ask this one question to yourself before appearing for the interview.. what am I looking for in my future employer/manager/team?

A clear sign lies ahead. Do they even let you ask questions? If it’s all about asking you those tricky questions and never letting you have a word in, be ready for an authoritative and no-feedback-welcome environment.

Well, if they allow or entertain? The first step cleared, move on and try to learn as much as you can about both the personal and professional qualities of a person that you're going to work with!!

This can be answered through EQ & PQ (Personal & Professional Qualities & Emotional Qualities) of your Future Manager.

For a quick check, here are the questions to ask your potential manager:

Q1 - What do you love about your job? What keeps you going every day?

A1 - Your Future Boss or leader should not be afraid to share his motivation or, even better, should inspire you with their answer, they should understand the value of personal connection and the power of being vulnerable. However, if a He/she sounds like they feel burdened by their job, that’s a red flag for you.

Q2 - Would you mind to share a time when the team experienced failure or success?

A2 - Answer will show how they handle difficulties and victories. Do they expect one person to carry the full responsibility for a flop? How does this team usually deal with obstacles? Is it a culture of fear or one of mutual support? Are visibility and growth impeded by laying blame?

Also, this is a good moment to look for clues on how they manage personal stress and whether they let it influence their professional relationships.

Q3 - Would you mind asking me if this is your dream job? (Experience)

A3 - Asking this question should help you know if they are passionate about what they do or not. Did they grow into this position or simply is opportunistic? What motivates them? Dreams, Passion or Monetary benefits.

Q4 - What Short-term Goals or Expectations you have with our team? (Vision)

A4 - Are they a proactive strategic thinker or someone who has a tendency to do nothing or to remain unchanged? 

Q5 - What does success mean to you? (Leadership)

A5 - Success of your team is a definition of your personal success as soon as you join the company. How will you know if you are doing good? KPIs and metrics will either motivate you or put you down at its root. Success should be measured by quantifying the value you bring with your work. Think of questions to ask the manager about the metrics that are specifically relevant to your position. Make sure they measure the value of your contribution towards reaching the team’s goals and not just counting the hours you stayed in the office.

The Choice Is Yours

We spend most of our time at work. Shouldn't we spend this time around people who inspire us to excel? To spend that time actually enjoying what we love to do?

A survey by Paychex shows that out of the top 15 reasons why people leave their jobs only 3 don’t directly depend on or couldn’t have been solved by a great boss. Working with bad leaders can make or break your career. Don’t be shy to ask your manager what your future at their company would actually look like.

This article is inspired by and is credited to Dmytro Moroz. His works inspire business improvement, process efficiency, and productivity.

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Regards

Pratik Trivedi