Red Flags at Your New MSP Job: When to Hit the Panic Button

Starting a new job at an MSP can be like jumping into a fast-moving river: exciting, a little terrifying, and occasionally filled with unexpected hazards. But what if you start noticing signs that your new workplace might be less team-oriented tech haven and more dumpster fire with Wi-Fi? That’s where this guide comes in. I’ve been an MSP owner, and I’ve made enough mistakes to recognize the red flags from a mile away—sometimes because I accidentally created them myself. Let’s dive in.

Disorganized Onboarding: The ‘Sink or Swim’ Approach

Good onboarding is like a map for a new hire—it shows you where you’re going and how not to fall into quicksand. Bad onboarding? It’s like being handed a compass that points everywhere but north. If your first day feels more like a scavenger hunt for passwords than an introduction to the team, you might have a problem.

What this looks like:

• No clear agenda for your first day or week.
• Getting access to tools and systems only after you need them.
• Training consists of someone saying, “Oh, you’ll figure it out.”

Translation: The MSP may be disorganized or in constant firefighting mode. Either way, this won’t end well.

The Black Hole of Documentation: Where SOPs Go to Die

Every MSP loves to talk about the importance of documentation. But if no one can find the documentation—or worse, it doesn’t exist—get ready for chaos. As a former MSP owner, I’ve seen the nightmare of missing documentation firsthand. Nothing’s more fun than trying to guess the admin password at 2 AM during a client outage (hint: it’s never “Password123”).

What this looks like:

• “We’ve been meaning to update the wiki” is a common refrain.
• Client setups are stored in someone’s head instead of a central system.
• Your coworkers laugh nervously when you ask for the documentation link.

Translation: If documentation isn’t a priority, expect inefficiency, blame-shifting, and a lot of late-night troubleshooting.

Poor Communication: Where Emails Go to Die

At a good MSP, you should be able to reach your team leads or coworkers when needed. At a bad MSP, trying to communicate feels like shouting into a void. This could be a sign of toxic management, or it could just mean no one knows who’s responsible for what. Either way, run.

What this looks like:

• No clear chain of command for escalations or questions.
• Team meetings devolve into shouting matches or awkward silence.
• Your manager’s favorite response is, “Just figure it out.”

Translation: You’re on your own, and that’s not a good thing.

Overloading New Hires: Trial by Fire

Everyone expects a learning curve in a new role, but if your first week involves being handed high-priority tickets with no guidance, you’re being set up to fail. Once, I gave a new hire a critical server issue to fix on day three. They didn’t even know how to access the remote desktop yet. That one’s on me, and I’ll own it. If your experience feels similar, it’s time to worry.

What this looks like:

• High-priority tasks assigned before you’ve been trained.
• No one checks in to see how you’re handling the workload.
• You hear phrases like, “We were short-staffed before you got here.”

Translation: They don’t have a plan, and you’re the plan. Yikes.

No Training or Mentorship: Learning the Hard Way

A good MSP invests in its team because trained, confident employees are the backbone of the business. A bad MSP throws you into the deep end without a floatie. If there’s no training or mentorship, expect to feel lost—and maybe even burned out—fast.

What this looks like:

• No structured training plan beyond, “Shadow Joe for a day.”
• No time set aside for ongoing learning or skill development.
• Senior techs roll their eyes when you ask basic questions.

Translation: You’re not a team member; you’re cannon fodder.

High Turnover: The Revolving Door

If everyone seems to leave this MSP faster than you can say, “What’s the Wi-Fi password?” that’s a major red flag. High turnover could mean toxic management, lack of growth opportunities, or burnout central.

What this looks like:

• You’re already replacing someone who quit unexpectedly.
• Everyone talks about “how things used to be better.”
• Coworkers are suspiciously vague about why others left.

Translation: If it’s a sinking ship, do yourself a favor and grab a lifeboat.

What to Do If You Spot These Red Flags

If you’ve found yourself in a red-flag-filled MSP, don’t panic (yet). Here’s how to handle it:

1. Speak Up: Address issues early with your manager or team lead. Sometimes problems are fixable if someone takes the initiative.
2. Ask for Help: Connect with coworkers who seem competent and willing to guide you.
3. Plan Your Exit: If the environment is truly toxic and unfixable, start polishing your résumé. Life’s too short to suffer in a bad MSP.