Employees want to find meaning in their work, but they also want to feel like they mean something to their employer. According to a survey by the career site Indeed, not feeling valued and wanting better relationships with management are two of the top five reasons people quit.

“As humans, we just want to feel seen, heard and appreciated,” says Jessica Chen, author of “Smart, Not Loud: How to Get Noticed at Work for All the Right Reasons.” “We go into work every day because we enjoy the work and want to make a difference. Most of us give our best and want a meaningful work experience that is beyond just the work itself.”

Few people like to quit. It would be helpful to know that your employer and boss care about you before you accept a job offer. Here are four things you can do during the interview process that can help predict how you’ll be treated later.

Consider what they ask you

As the interviewer delves into your background, it’s essential to think about what they’re focusing on, says Stephanie Harrison, author of “New Happy: Getting Happiness Right in a World That’s Got It Wrong.” Someone who cares about you will ask about your strengths, accomplishments, knowledge, experience and the talents you bring to the table.

“Are they offering a positive and generative perspective on you as a person and those experiences?” she asks. “Or are they trying to pinpoint your weaknesses or point out your flaws, trying to trick you in some way in the interview process?”

Also, consider if they’re asking questions with a genuine intention of getting to know and understand you, Chen says. “Interviews are a two-way street. You’re learning about the company, but you’re also getting to know if you like the communication style of the interviewer. Those are good indications of the culture and the vibe.”

Ask them the right questions

An interviewer usually asks an applicant “Do you have any questions for me?” It’s important to be prepared and to ask the right questions, Chen says.

“You could ask ‘What does the company do to support professional development?’ You’ll probably get a statement from the person who’s interviewing that lists the services or training.”

Instead, Chen recommends asking the interviewer a question that’s person-to-person. For example, “How have you felt supported at this company in your personal development?” “That becomes a very different kind of conversation, and you get a very different kind of answer.”

Harrison agrees and suggests asking “How did the company treat you when you were going through a hard time or facing a challenge?” “That is often where care is most needed and most neglected,” she says. “You want to know if you’re going to have people in your corner if and when challenges happen.”

Also pay attention to how they answer your questions. “Sometimes, interviews can feel very one-sided,” Chen says. “Do you feel that they’re actually hearing the questions you’re asking and giving signals that they actually care? Or are they dodging your question?”

“You’re interviewing the company,” Harrison adds. “You’re trying to decide if it’s a good fit for you and whether it will satisfy your needs and help you with the things that matter most to you.”

Look for a connection

Everyone you come into contact with will be a potential coworker. As a result, it’s a good idea to attempt to understand them from a human-to-human standpoint versus just a role within an organization. While every person you meet at a company provides a clue to its culture, the person who merits the most discernment would be your immediate manager, Harrison says.

“We know from research that your manager is one of the most important factors for your personal happiness at work, and having a strong relationship with them can mean the difference between having days of purpose and joy versus the opposite. I would recommend that people pay extra attention to the person who would be supervising you.”

In addition to listening to the questions they ask you, watch how they conduct the interview process. “Having an interview canceled at the last minute with no explanation or not being not being treated in a way that made you feel like an equal party are things to look out for.”

If the interview is done in person, look for eye contact and body language that indicates they’re fully present, listening to you, and giving you respect and dignity as a person. Harrison says it can be harder to tell if you’re doing a Zoom interview, but you can still get a sense of how they treat you as a person.

Assess the energy

Finally, look for levels of connection throughout the office space. “Do you even want to be in that environment?” Chen asks. “There’s been a lot of investment in making offices fun or engaging. If the company doesn’t care, that may not be the kind of environment you want.”

If your interview is in person, look for employee interaction, Harrison suggests. “Are people chatting with one another? Are there group meetings going on? Is there a spontaneous conversation happening at the coffee machine?” she asks. “Or do people seem isolated? Is there low energy in the room? Those cues and signals can indicate a lot about the company culture.”

We all have a deep need to feel like we belong and matter, and that’s often fulfilled through our relationships, especially at work, Harrison says. Getting a sense of care from the people that we work with can provide benefits for our well-being and our performance.