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9 Warning Signs Of An Abusive Relationship (with practical questions to reflect on)

9 Warning Signs Of An Abusive Relationship (with practical questions to reflect on)

Let’s get straight to business.

No one deserves abuse. We all deserve safety, freedom, and love. The numbers across the world, including within Western societies, confirm beyond a shadow of doubt that women (and trans folk, we must always be mindful to add) face the overwhelming brunt of violence, brutality, murder, and abuse at the hands of their partners. Of course, there are always exceptions and we all are responsible for eliminating gender-based violence and abuse.

But we need to be mindful of the fact that we live in a heteronormative, patriarchal world. That’s because, if we’re going to eliminate abuse, we have to frame the fight in the right way before proceeding. So, having hopefully done that, below you will find 9 signs of an abusive relationship, along with some practical questions to reflect on. If you see one or more of these in your relationship, it’s time to seriously assess things and make efforts to find safety, health, real love, and freedom.

1. An oppressive power imbalance in the relationship

A death knell for any relationship, if that wasn’t already an obvious point from the intro to this piece. It’s really simple to know whether or not there’s a power imbalance in your relationship, because deep down it’s very likely you already feel it — the powerlessness.

To know it as a fact, honestly self-reflect on the following questions: Do you feel like your partner has power over you to the point where your independence and happiness is solely at their discretion? What about your dreams, passions, life ambitions? Do you feel like they’re all at the whim and fancy of your partner, or do you feel like you have enough space to pursue them while in this relationship?

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2. Controlling, uncaring attitude, with a distinct lack of empathy and a marked desire to establish dominance

An attitude more suited to being a mercenary for hire rather than a caring partner. This is the micro version of the previous point. This manifests in the day to day, the daily neglect and lack of care, coupled with a domineering sense of control.

Reflect on the following questions: Do you feel you have equal power and control in the relationship? Do you feel cared for and like you matter? Do you feel alone but shackled in the relationship?

3. Put-downs: emotional, verbal, social, cultural, and spiritual

Among the more damaging, and utterly inexplicable, forms of social interaction that should never ever be in a supposedly loving relationship are put-downs. I have never understood put-downs between people who apparently care about each other — friends, relatives, loved ones. They are childish, immature, and hurtful, only justified by some bullshit reasoning around “toughening up” or some such macho nonsense. Make no mistake, if you’re facing put-downs from your partner, this is abusive behavior.

Reflect on the following questions: Have you faced or do you face put-downs from them? Is it ever acknowledged or apologized for? How do you feel and how do you think they want you to feel with these put-downs?

4. Survivors “walking on eggshells”

Constantly having to worry about their unending demands, always being on alert for their mood swings and insecurities —you’re not a commando and this is a supposedly loving relationship, for crying out loud!

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If you even think this might describe you and your relationship, you need to make some changes regarding your own safety and liberation, calmly but with immediate intent.

Reflect on the following questions: Do you feel constantly anxious and stressed about your partner’s issues and insecurities? Do you feel like you can safely escape? Does your partner have power over you to the point where you are completely at their mercy?

5. Lack of support for a partner’s freedom and independence

Love can blossom fully only when the shackles of our respective individual and collective lives are smashed (now that would be a Hallmark card worth keeping). Everyone in a relationship should feel a similar degree of freedom and independence, as well as support for each other’s freedom and independence. There are no two ways about it, and only relationships that constantly strive for one another’s liberation can truly be called loving.

Reflect on the following questions: Do you feel supported in your dreams and your own independence? Do you feel free to pursue your passions while being in a loving relationship? Do you feel like you are having to put your life goals aside for someone else’s?

6. The love, care, and support is never really there at a core level

You know that feeling, yeah that feeling, deep inside your gut? Please, oh please, heed that feeling. You will know when the love is not there. You will know when all you have instead is a semi-sociopathic, pretend version of love.

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Reflect on the following questions: Do you feel loved? Do you? Are you really sure? (It had better have been an emphatic, resounding, joy-filled, heart-exploding YES! each time when you’re in a truly loving and supportive relationship — anything else ain’t the real deal)

7. Friends and family who care deeply about you are constantly worried

Worse, you start finding yourself either hiding or embellishing your relationship. This is a big, giant warning sign that is important to heed. Start seeking help from other healthy, well-adjusted loved ones who have your best interests at heart. Don’t hide because of some sexist or puritanical notion of shame. Fight your way out.

Reflect on the following questions: Who will stand by you when the chips are down? Who will fight for you when you are cornered? Who will you do the same for?

8. You find yourself constantly depressed and despairing about the relationship

How many red flags must go valiantly up before you heed their bright crimson warnings? Look, the occasional bump in the road might be par for the course, but a constant and unending feeling of doom? Oh no.

Reflect on the following questions: Does thinking about the future with your partner bring about a sense of despair and hopelessness? Do you really want a life with them? Do you?

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9. The relationship hurts more than it heals, it destroys more than it nurtures

Health and healing are absolutely inviolable parts of any loving relationship. It doesn’t have to always be joyful and fun-filled, but it has to be nurturing and caring. Just reflect on this one question: Does your partner hurt you?

Remember that it’s never too late to get safe and healthy and on a journey towards real love and happiness. Seek out the long, often scary, road to independence. Make sure you have lots of support along the way. And it’s totally cool (actually deeply desirable) to have safe but awesome fun along the way. I foresee a well-made indy movie in your future, my friend. Or some such cool life victory anyway.

Now fight that good fight for your freedom. Your abuser’s got nothing on you.

Featured photo credit: Don’t Speak! by Kristin Schmit via flickr.com

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9 Warning Signs Of An Abusive Relationship (with practical questions to reflect on) 9 Moments in Friendship that Highlight Its Vital Importance

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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