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By Julia Finnis-Bedford, Founder of Amazing Spaces
Feeling unfulfilled in your current role and considering a career change? Before jumping into a new position it’s important that you look beyond the salary package and job title and consider what really makes you happy. Genuine workplace happiness depends less on the industry itself and more on human connection, supportive culture, and team dynamics. With workplace burnout rates soaring across sectors, finding an organisation that prioritises these human elements can make all the difference in your career satisfaction.
- Collaborative mentorship over cutthroat competition
During interviews, ask about mentorship programmes and how knowledge is shared. Organisations that value connection pair newcomers with experienced team members rather than fostering internal competition. I have found that this type of collaboration helps my teams bond really quickly and build respect for one another.
Red flag: If the company primarily celebrates lone achievers or creates competition between colleagues, you might find yourself isolated rather than supported.
- Wellbeing initiatives that go beyond lip service
Inquire about concrete wellness practices integrated into the workday. I’ve incorporated meditation sessions, walking meetings, and flexible schedules to accommodate personal wellbeing routines in my company. Self-care must be treated as essential, not optional.
Red flag: Companies that talk about work-life balance but expect constant availability or celebrate overwork may quickly lead to burnout.
- Daily connection opportunities
Ask about how team members connect beyond work tasks. Forward-thinking organisations create intentional spaces for relationship-building. These can be done through team lunches, coffee breaks, or informal gatherings. At Amazing Spaces we have our own in-house chef who make lunches for us, which we eat together daily. These seemingly small touchpoints often indicate a culture that values human connection.
Red flag: If team members rarely interact outside of formal meetings or work exclusively in silos, authentic relationships may be difficult to build.
- Meaningful team building
Organisations committed to human connection design experiences that foster vulnerability and authentic sharing rather than focusing exclusively on productivity or competition. For example, in my company we’ve had team members share meaningful songs during our weekend retreats, creating unexpected emotional bonds.
Red flag: If team activities centre around drinking or forced participation in activities without meaning, the company may be checking a box rather than building genuine connection.
- Understanding of individual strengths and styles
Using personality assessments or strength-finding tools is very useful and companies that invest in understanding team members’ unique attributes often create more harmonious work environments where individuals can contribute from their strengths.
Red flag: Generic job descriptions and one-size-fits-all performance metrics may indicate a workplace that doesn’t recognise individual differences.
- Leaders who model work-life balance
Observe how leadership talks about their own lives and work habits. In my company, I start workdays at 10:30 after meditation, journaling, and exercise ad encourage my staff to do the same. Leaders who openly prioritise wellbeing give implicit permission for everyone to maintain healthy boundaries.
Red flag: If leaders brag about working weekends or sending midnight emails, similar expectations likely exist for all employees regardless of official policies.
- Decision-making autonomy
Consider how decisions are made at various levels. In my experience I find that when I empower my team members to make decisions without my constant approval, they grow faster and are more loyal to sticking by me.
Red flag: Excessive approvals for routine decisions or micromanagement suggests a lack of trust that can stifle your growth and satisfaction.
- Focus on meaningful connection with stakeholders
Companies with a human-centred approach develop practices that deepen connections with all stakeholders, creating more meaningful work experiences. Always consider how a company builds relationships with clients beyond transactions.
Red flag: If client or customer relationships are discussed solely in terms of metrics or transactions, the human element may be missing from the company’s approach overall.
When exploring career changes or new opportunities, interview the company as thoroughly as they interview you, especially in an industry like real estate. Because when the glamour of the job fades it’s connections you have with your team that will have you thriving or merely surviving your next job.
For more information about Amazing Spaces visit www.amazingspaces.co.za