Workplace bullying leaves deep psychological scars and often forces individuals to seek new employment. But landing a new job doesn’t guarantee a fresh start—especially in professions like education, healthcare, or mental health, where toxic environments can hide in plain sight. That’s why learning to screen for workplace bullying is not just helpful—it’s essential.
Why Screening Matters
If you've been bullied at work, the last thing you need is to walk into another toxic environment. Proactively screening potential employers helps ensure your next role supports your well-being, growth, and safety. More than anything, it's about learning to trust your instincts. If something feels off, it probably is.Step 1: Start with Online Research
Begin your employer screening process with a thorough internet search. Look for reviews on platforms like Glassdoor, Indeed, or Reddit. While online opinions should be evaluated critically, consistent complaints can be a red flag:- Reports of favoritism or micro-management
- Repeated mentions of a toxic or hostile work culture
- Defensive or dismissive responses from leadership in public forums
Step 2: Investigate Locally (If You Can)
If you live in or can visit the area, use your local network. Small communities often have big whispers:- Chat with people in similar industries
- Ask vendors or former employees discreetly
- Drop by the office area and observe body language or atmosphere from a distance
Step 3: Prepare Smart Interview Questions
Interviews are two-way streets. Use them to uncover the company's true culture. Ask questions like:- "How does your team handle conflict resolution?"
- "Can you describe the management style here?"
- "What kind of professional development do you support?"
- "How is feedback typically given?"
Step 4: Observe the Environment Carefully
During in-person interviews, read the room beyond the words. Look for:- Employees avoiding eye contact or communication
- Tension between leadership and staff
- Overly scripted or too-good-to-be-true answers
- Closed doors, lack of shared spaces, or visibly stressed employees
- Inappropriate personal questions or dismissive attitudes
Step 5: Investigate Employee Turnover
High turnover is often a symptom of deeper problems. Ask:- "Why did the last person in this role leave?"
- "What’s the average length of time employees stay here?"