Letitia Williams » How to Spot a Good Boss When You’re Looking for a New Job

Imagine you could choose your next manager based on a democratic vote. While that’s not quite how organisations work, maybe it should be! Until that day comes, there are ways to spot the kind of leader you want to work with before you decide on your next job. This is critical for several reasons, but mainly because leadership culture can truly shape your experience at an organisation.

I’ve seen it firsthand. Even when I earned less money and had fewer benefits, I found myself staying at a company where I respected and worked well with the manager. The minute a new manager came in whose values didn’t align with mine, I couldn’t leave fast enough.

Knowing what leadership qualities matter most to you is essential in helping you make an informed decision about your next role. Everyone values different traits in a manager, but it’s worth noting that the leadership qualities employees most desire are often the ones that also make organisations successful.

What Makes a Great Leader?

A study by Olanrewaju and Okorie (2019) identified the top leadership traits employees value. It turns out that the characteristics of a great leader are also those that contribute to an organisation’s success. According to their research, a good leader is someone who:

Is approachable, decisive, and committed to the team while delegating effectively.
Practices work-life balance and treats others with dignity.
Has vision, listens well, and motivates others to achieve goals.
Performs competently and remains optimistic.
Demonstrates kindness and fosters a positive working relationship.
Inspires innovation and faces challenges courageously.
Is energetic, focused, and creative in their approach.
Acts with fairness, holds themselves accountable, and empowers their team.
Is trusted, honest, and able to confidently confront challenges.
Garners respect naturally through kindness and inspiration.
Has a sense of humour and promotes a culture that enables success.
Builds trust, which strengthens relationships with their team.

You likely already have a sense of what you’re looking for in a boss—and what you’re hoping to avoid. The challenge is figuring out whether the person you meet in an interview possesses those qualities. To help you make an informed decision, here’s how you can spot the best boss during your job search:

Before and During the Interview:

Reflect on the leadership qualities you value most. Consider what’s most important to you. Make a list of your top five non-negotiable traits.

Prepare questions to assess leadership style. For unobservable traits (like fairness), formulate questions to explore these qualities. For instance, if fairness matters to you, you might ask: “What’s your approach to a situation where someone feels they’ve been treated unfairly?” Asking in a non-threatening, respectful tone is essential. You want to appear as someone willing to follow a leader, not as someone challenging their authority.

Pay attention to observable traits. Some qualities, like approachability, can be assessed through their behaviour during the interview. Take note of these to reflect on afterwards.

After the Interview:

Review your list of qualities and rate the manager. After the interview, assess how the manager measures up against your non-negotiable traits.

Prepare follow-up questions if needed. If granted a second interview, ask any additional questions to clarify their leadership style further.

Check in with yourself. Reflect on how you feel about the opportunity. Pay attention to your interactions with both the organisation and the manager you’d report to. Avoid rushing into a new role simply to escape a current one. The worst mistake you can make is leaving one toxic environment only to enter another.

Bonus: Questions to Ask a Potential Manager

Here are five respectful and professional questions that can help you gauge a manager’s leadership style:

How would you describe your leadership style?
What qualities do you value most in your team members?
How do you typically handle conflicts within the team?
What processes are in place to support new team members?
If I had an issue to raise with you, how would you prefer I approach it?

It’s also important to ask follow-up questions if a manager gives a vague answer. For example, if they mention having an “open-door policy,” you can follow up by asking: “What does an open-door policy mean to you?”

It can be challenging to accurately assess a manager during a 30-60 minute interview, but the right preparation will give you the tools you need to make a well-informed decision. Your future self will thank you for prioritising this aspect of your job search—avoiding a bad boss is well worth the effort!

Reference:Olanrewaju, O. I., & Okorie, V. N. (2019). Exploring the Qualities