When scrolling through LinkedIn recently, a trending post caught my eye: 7 Toxic Job Signs. In less than a week, the post had been shared over 4,300 times, with close to 23,000 reactions and nearly 1,000 comments. It doesn’t take a LinkedIn (or HR) expert to see that this clearly struck a chord.
The overwhelming majority of comments I read displayed variations of:
- “I have experienced this”
- “This describes most jobs”
- “Things need to change”
With close to 30 years of experience as an HR specialist, I’ve seen firsthand the profound impact internal culture has on employee satisfaction. How people perceive their organisation and workplace environment often matters more than how they feel about their specific role. A “toxic” culture can drive even the most passionate employees to leave their dream jobs, while a positive, supportive culture fosters loyalty and long-term commitment. Ultimately, it’s the environment, not just the job, that keeps people engaged and motivated.
The 7 toxic signs listed were micromanagement, a lack of progression, unclear job expectations, a culture of blame, an unclear vision, poor communication, and high employee turnover.
It is easy to agree that these are all indicators of a poor internal culture, but how can you spot a healthy one? At Saffery Trust we prioritise fostering a culture of inclusivity and opportunity, anchored by shared values and goals.
Here are my 7 Signs of a healthy workplace culture to add some positivity to the conversation—and to offer hope to anyone experiencing workplace toxicity. There are employers out there who go above and beyond to foster supportive, thriving workplace cultures and Saffery Trust is certainly one of them:
1: Flexible management styles
It’s important to recognise that what an employee considers “effective management” is highly subjective. Some people like regular check-ins and reassurance, while others prefer more freedom. This year, we ran a CMI Level 3 Certificate in Principles of Management and Leadership for our managers, where the importance of adapting management styles to suit the needs of each individual, while meeting the demands of the team, were reinforced.
2: Opportunities for career progression
Career progression is subjective—some see it as climbing the ladder, others as taking on new responsibilities, or linking it to salary and bonuses. This year, we introduced clear bandings, ensuring everyone knows their level, and we also launched a 360-degree peer-review for Associate Directors to support succession planning. Our annual salary reviews and discretionary bonus scheme take account of – performance and contribution. Our people are also able to take advantage of other diverse opportunities we offer, including participation in volunteering across Green, CSR, and Client Service teams.
3: Clear job expectations
We utilise a Performance and Development (PAD) framework to reflect on performance over the past year and set mutually agreed objectives for the year ahead. With a commitment to continual improvement, we have recently undertaken a full review of the PAD framework to ensure it offers the best possible opportunities for all our people to shine.
4: Culture of accountability
It’s crucial that everyone feels safe and confident in taking accountability for their work, whether they’re exceeding expectations or need additional support. A culture of accountability—not blame—fosters an environment where people aren’t afraid to make or admit mistakes. We ensure all our people are supported by both peers and senior leaders, empowering them with responsibilities while guaranteeing that guidance is always available when needed.
5: Clear vision
A clear vision is essential in aligning team members with a shared goal. We have comprehensive four-year business plans that are clearly communicated through a summary document, shared by email and available on our intranet for easy access at any time. Importantly, the creation of these plans involves input from staff across the company, ensuring a collaborative approach that reflects the insights and priorities of our people. Team members are also encouraged to discuss the business plan with their managers or directors, providing an opportunity for open dialogue and active engagement. Our strategy covers key performance indicators, including staff retention and engagement, marketing initiatives, and financial objectives, ensuring everyone is aligned with and invested in our long-term vision.
6: Effective communication
Communication is a highly personal aspect of people management, with some team members preferring email updates while others value face-to-face interactions. To ensure everyone has equal access to information, we launched our firmwide internal newsletter, Saffery Times. This bi-monthly update covers everything from business news, new joiners, and exam successes to social and charitable activities, with contributions from all five offices, reinforcing our “one firm” ethos. Additionally, we use Teams Channels for specific topics, hold regular one-to-one catch-ups between team members and their manager, and host quarterly in-person “Town Hall” meetings to share Saffery Trust updates. This multi-channel approach ensures communication is continuous, inclusive, and effective.
7: High staff retention rates
When considering a healthy workplace culture, one of the strongest indicators of getting it ‘right’ is staff retention. Low retention rates may signal underlying issues such as poor management, lack of growth opportunities, or a negative work environment. On the other hand, high retention reflects a culture where employees feel valued, supported, and motivated to stay, contributing to long-term success for both the individuals and the organisation. At Saffery Trust we are proud of our 95% firmwide staff retention rate, which demonstrates that we have successfully created, and maintained, an environment where our people want to stay.
One of the best things about a healthy culture, is the opportunity to welcome new people to experience it! We are always looking for enthusiastic, value-driven people to join our team. Check out our current vacancies here.
