Red flags I have experienced at work as a UX/UI designer
6-8 minute read
Identifying red flags in a job is crucial as it can help avoid working in a toxic or unsatisfying work environment. These red flags might not be apparent during the interview process or in the early days of a new job, but being vigilant can help you decide whether to join the company.
I thought of sharing some of the red flags that I have experienced so that you can be vigilant of the ones I have experienced and avoid them.
During the interview phase, you should ask specific questions to help you identify potential red flags in the company. This will enable you to make an informed decision about whether or not to join the company. The best way to identify these red flags is by clearly understanding them.
🚨Design isn’t given credit or a platform to showcase their projects when projects are presented in company-wide meetings.
I worked for a company where engineers presented projects and features in company-wide meetings. Engineers were celebrated, but designers were overlooked.
Why is this a red flag? Designers aren’t perceived as bringing value. This shows very low UX maturity. This leads to designers fighting for their right to bring value through good design work. The deadlines were often based on the time engineers required to complete their work, rather than the time required by designers to do an exceptional job. The environment was quite difficult to operate in, demanding strong stakeholder management skills and the ability to push back and stand up for design. Companies such as this one are less likely to invest in their designers, so salaries tend to be lower.
💚 My current company recognises and values the work of designers, regularly presenting their designs in company-wide meetings.
🚨When members of the design team interview you, but the design manager stays on the call
During an interview I had, the first half was with the head of design and the second half was with the two designers working in the team. The head of design said that he would turn off his camera and microphone and listen.
What makes this a red flag is that the person in question seems to lack trust in their team members, and wants to monitor everything they say. It is important to trust team members to represent the company effectively, and provide relevant feedback following interviews.
💚 In my previous company, my manager was not involved in the interviewing process for my team. She trusted me to work with the internal recruiter.
I managed the entire hiring process and updated her on my desired candidate. She offered support and trusted my decision.
🚨 Unrealistic tight deadlines for the sake of deadlines
I acknowledge the importance of setting deadlines to achieve the company's goals. However, I believe it's essential to communicate to me the reason behind the deadline. I want to understand whether we need to meet a tight deadline because of external factors outside of our control. Or if we have little room for manoeuvre because a client requests it. Alternatively, if the deadline has been set based on what a senior manager deemed appropriate, I would appreciate a clear explanation for why such a tight deadline is necessary.
Why is this a red flag?
It demonstrates a lack of respect for designers’ need for time and space to solve problems and produce high-quality work. Unrealistic and tight deadlines lead to stress and reduced morale. If a company does not care about the negative impact it is having on its employees’ feelings, then it is not a company you should consider working for.
💚 My current company has a high level of UX maturity and understands that changes may occur, requiring more time to meet deadlines. I have worked in companies where a project changed halfway through, but the deadline remained. In one of my previous workplaces, I hesitated to take sick leave because I knew it would be impossible to complete the project on time. 😪😵
🚨 Lack of design resource
When companies refuse to hire more designers to help with the workload, it can lead to burnout and dissatisfaction among the existing designers. In my previous company, I had to handle the workload of two designers because the company didn’t see the need to hire another designer. When I learned that they had no plans to hire more designers, I quit, even though I didn't have another job lined up. My mental health was more important than the job. Four other designers also left shortly after. Now the company has to spend a lot of time and money to replace all the designers who left. This situation could have been avoided if the company had prioritised our need for more resources.
Why is this a red flag?
The company's actions show a lack of concern for employee well-being.
💚 At the company I used to work for, the management often moved designers around and hired contractors on a short-term basis whenever additional support was needed.
Conclusion
It's common to find certain factors that contribute to low UX maturity in companies. Unfortunately, this is something that happens in multiple companies. In such situations, you need to carefully consider whether you can manage certain red flags. For instance, if you're experiencing unrealistic deadlines, you can try to communicate your project plan, the time you need, and what will be deprioritised, in case the required time isn't given. In such scenarios, you might not be able to produce the best quality design work, so it's essential to keep that in mind. As someone who has experienced this in the past, I understand how challenging it can be.
Consider the deal breakers that are important to you and the type of designer you are based on your skill set. Utilise this information to decide on the company you choose to work for. Keep in mind that different companies are suitable for different designers.
Send me a message if you’re struggling with any of these and would like support on managing the situation.
