Bengaluru-based chartered accountant Meenal Goel has sparked a conversation on workplace culture after sharing her personal experience of being stuck in a toxic company for ten months. Through a detailed post on social media, she outlined the warning signs she ignored, the consequences she faced, and the steps she took to regain control of her career. Her insights offer a practical roadmap for professionals navigating challenging work environments, blending caution with actionable advice for those ready to make a change.
5 toxic signs at workplace
Meenal Goel identified five major red flags that signal a toxic workplace. First, when managers take credit for your work while you remain invisible. Second, when weekend work is normalised under the guise of “we’re a family,” erasing personal boundaries. Third, when communication is one-way, with your input ignored and urgent demands prioritised. Fourth, when growth opportunities promised during interviews never materialise. Fifth, high attrition, where employees leave every month, signalling deeper organisational issues.
CA's advice
To address these issues, Goel recommends a structured approach. In the first two months, document everything—save emails and note incidents with dates to build evidence. From months two to four, start applying for new roles, updating your resume, and networking actively. In months four to six, exit gracefully, serving notice professionally and leaving without burning bridges.
She emphasises that toxic cultures rarely fix themselves and urges professionals not to wait for change. Prioritising mental health and career growth is crucial, and recognising the signs early can help avoid prolonged stress and unhappiness in the workplace.
Another perspective emphasised that toxicity isn’t just about visible red flags; if bad behaviour is rewarded or ignored, the culture is rarely fixable through individual effort. Misaligned incentives start the clock ticking for employees to consider leaving. One user shared a personal experience of being in their third month at a new job, noticing widespread frustration and departures. Despite being fed up with delays and lag, they expressed fear that leaving so soon could negatively affect their CV.
5 toxic signs at workplace
Meenal Goel identified five major red flags that signal a toxic workplace. First, when managers take credit for your work while you remain invisible. Second, when weekend work is normalised under the guise of “we’re a family,” erasing personal boundaries. Third, when communication is one-way, with your input ignored and urgent demands prioritised. Fourth, when growth opportunities promised during interviews never materialise. Fifth, high attrition, where employees leave every month, signalling deeper organisational issues.CA's advice
To address these issues, Goel recommends a structured approach. In the first two months, document everything—save emails and note incidents with dates to build evidence. From months two to four, start applying for new roles, updating your resume, and networking actively. In months four to six, exit gracefully, serving notice professionally and leaving without burning bridges.She emphasises that toxic cultures rarely fix themselves and urges professionals not to wait for change. Prioritising mental health and career growth is crucial, and recognising the signs early can help avoid prolonged stress and unhappiness in the workplace.
Internet reacts
Internet users weighed in on Meenal Goel’s post, highlighting different aspects of toxic workplace cultures. One noted that toxicity often emerges through patterns rather than isolated incidents, and recognising these early to plan a clean exit is an act of self-respect rather than impatience. Another pointed out that when credit is taken away, boundaries are ignored under the guise of culture, communication becomes one-way, and promised growth never materialises; employees disengage long before resigning. High attrition, they added, signals management and leadership failures rather than a people problem.Another perspective emphasised that toxicity isn’t just about visible red flags; if bad behaviour is rewarded or ignored, the culture is rarely fixable through individual effort. Misaligned incentives start the clock ticking for employees to consider leaving. One user shared a personal experience of being in their third month at a new job, noticing widespread frustration and departures. Despite being fed up with delays and lag, they expressed fear that leaving so soon could negatively affect their CV.
