What to ask: “What steps does your organisation take to create a psychologically safe environment?”

• Positive indicators: Look for organisations that prioritise mental health and open communication through:

  • Regular training on mental health

  • Open forums for employee feedback

  • Access to support groups and resources

🚩🚩If they dodge the question or talk about “how Brussels operates this way,” it might suggest a lack of genuine mental health support.

What to ask: “How are employees compensated and recognised for going above and beyond?”

• Positive indicators: Transparent, structured recognition programs such as:

  • Performance bonuses

  • Public acknowledgments

  • Opportunities for promotions and raises

🚩🚩 If there’s no clear structure for recognition, or they only focus on workload, it might indicate undervaluing employees. No and don’t make excuses that they are small organisations.

What to ask: “What opportunities for professional development does the organisation offer?”

• Positive indicators: Organisations that support professional development often provide:

  • Sponsored courses and certifications

  • Mentorship programs

  • Encourage you to attend networking events

🚩🚩 Vague answers like “we encourage growth” without specifics may suggest limited advancement.

What to ask: “How are the organisation’s or members’ values and purpose reflected in day-to-day operations?”

• Positive indicators: Values in action may include:

  • Community involvement initiatives like membership of The Nine, participation in Restless Brussels, etc.

  • Sustainability practices

  • Ethical business policies

🚩🚩 If values are only talked about in their members’ contexts (like in their LinkedIn posts) and are not lived out in actions in Brussels, it can signal a lack of genuine commitment.

What to ask: “How would you describe the leadership style within your organisation’s leadership team?”

• Positive indicators: Healthy leadership styles often include:

  • Democratic leadership that values team input

  • Transparent and supportive structures

  • A mix of various styles depending on team needs

🚩🚩 If leadership is described as authoritative or micro-managing, count your blessing that they are honest, but it may not align with a supportive, empowering environment.

What to ask: “How does your organisation ensure clarity in roles and responsibilities?”

• Positive indicators: Structured approaches to role clarity may involve:

  • Detailed job descriptions

  • Regular performance reviews

  • Clear reporting structures

🚩🚩 If they mention “we all wear many hats” without detailing specific responsibilities, it could mean you’ll face blurred boundaries.

What to ask: “How often is employee feedback gathered and acted upon?”

• Positive indicators: Healthy feedback cultures often feature:

  • Quarterly surveys for timely feedback

  • Continuous open-door policies

  • Active employee involvement in decision-making

🚩🚩 If feedback is only gathered annually or sporadically, it might suggest limited opportunities for personal development or change.

What to ask: “How does the organisation ensure accountability for poor management practices or toxic leadership?”

• Positive indicators: Organisations serious about addressing toxic behaviors often have:

  • Regular 360-degree feedback

  • Anonymous reporting systems for safety

  • Independent investigations or external audits

  • Clear consequences for breaches in conduct

🚩🚩 Evasive responses or a lack of concrete processes to address poor management may indicate a lack of accountability. This is the norm today but doesn’t have to be that way. You asking the question is a good start.