Editor’s Note: This story originally appeared on FlexJobs.com.
In the last few years, the remote work landscape has undergone significant changes, with many employers embracing permanent remote work and many employees seeking opportunities to work fully remote.
However, according to FlexJobs’ Career Expert Toni Frana, “Just because a company offers remote work does not guarantee a positive work environment.” Likewise, a remote work environment doesn’t guarantee a culture fit.
Frana continues, “With work-from-home models now a permanent fixture for many organizations, it’s critical that today’s professionals can recognize the most prevalent pitfalls and warning signs of a toxic workplace.”
The importance of evaluating a company’s culture is paramount for job seekers seeking fully remote jobs. As such, we’ve outlined some of the biggest remote workplace red flags to be aware of while researching companies that offer fully remote job opportunities.
By increasing your awareness of common warning signs of a bad work environment, you’ll be better able to make more informed career decisions while also prioritizing your career goals and well-being.
1. Blame Culture
Accountability is a key part of a healthy work culture, especially in a remote work environment where you’re communicating and collaborating with team members in different locations.
When remote employees maintain open communication and hold themselves and their colleagues responsible for their work, this accountability can help improve communication, productivity, and trust, thereby boosting morale and overall employee satisfaction.
Conversely, a lack of accountability in the workplace, such as casting blame on others, can result in complacency, conflict, and hindered growth opportunities.
While researching employers, look for potential signs of blame culture, such as gossip, ambiguous team responsibilities, or a lack of clear performance expectations.
2. Employee Monitoring and Micromanaging
According to a recent FlexJobs survey, the use of remote employee surveillance is considered an invasion of privacy by 67% of workers polled.
In another FlexJobs survey, micromanagement was ranked as one of the top three behaviors of toxic managers, along with poor communication and dismissive behavior.
These behaviors, in addition to constant questioning regarding the allocation of time, often lead to a hostile work environment lacking in trust.
To avoid a work environment hindered by employee monitoring and micromanaging, seek out employers that provide autonomy and empower team members to manage their time independently and deliver results without requiring excessive surveillance or supervision.
3. Favoritism
Favoritism and double standards in the workplace can create a lack of inclusivity that may cause resentment and decreased motivation among teams. For instance, managers who neglect shy, more reserved team members in favor of more outgoing, extroverted team members can result in employee dissatisfaction and unequal opportunities.
Whether you’re an introvert, extrovert, or ambivert, managers and other team leaders should treat all employees equally and foster an inclusive work environment. Feeling neglected during meetings and team get-togethers can create a psychologically unsafe work environment that can be damaging to your mental health.
To avoid workplace favoritism, look for companies that use inclusive language, such as “diverse,” “welcoming,” and “belonging,” to describe its culture, with equal opportunities for growth and advancement for all.
4. Information Silos
If you’re discouraged from interacting with your colleagues or struggle to obtain information pertinent to your job, this can indicate a siloed work environment lacking in transparency and cross-functional communication.
Transparency and information-sharing are essential to a healthy work environment, as it can help employees contribute more meaningfully and feel confident that their employer values their input.
While researching prospective employers, look for clarity around company goals, open and honest communication, clear documentation of company policies and decision-making processes, and other behaviors that indicate transparency, such as encouraging feedback and new ideas.
5. Lack of Communication
As with information silos, a lack of clear communication can be detrimental to a successful remote workplace.
Inconsistent communication in how feedback is given and received, insufficient structures for communication, and other forms of poor communication can lead to confusion, frustration, and lower engagement among employees.
On the other hand, in a healthy remote workplace, communication guidelines will be clearly outlined regarding how to communicate with coworkers through specific channels.
When reading job descriptions, look for statements encouraging open communication through check-ins, feedback, and clear reporting structures.
6. Limited Social Interactions
Socializing is a key component of maintaining your mental health as a remote worker, as feelings of loneliness and isolation are a common challenge of remote work. As such, you should be wary of employers that don’t provide opportunities for social interaction.
Not only should you look for companies that value and offer virtual social events, but you should also seek out employers that highlight their dedication to fostering a sense of community and belonging to keep their distributed workforce connected.
7. No Work-Life Boundaries
One of the biggest draws of flexible and remote work is improved work-life balance. But with your home doubling as your workspace, it can be easy to blur the lines between work time and personal time.
While job searching, keep an eye out for job descriptions that suggest an “always-on” mentality, such as requiring you to respond to emails after hours. This mentality and a lack of boundaries can lead to burnout, which will ultimately hurt your productivity and well-being.
Instead, look for employers that encourage team members to establish clear boundaries between work and home.
Other indications that an employer is more likely to respect your work-life boundaries include options to work a flexible schedule, encouraging breaks and self-care, and supporting time off for rest and relaxation.
8. Outdated Remote Tools
A large part of facilitating successful remote work involves implementing communication and tech tools for remote collaboration.
An employer that outlines videoconferencing, project management, file-sharing, communication, and other tech tools used in day-to-day operations is a good sign that the company is invested in technology and promotes collaboration between remote teams and departments.
Most job postings, when outlining the core duties and responsibilities involved in the role, mention the tools required to complete the work. While it’s not necessarily a red flag if the employer doesn’t outline the tools required, it is a red flag if you inquire about these tools during the interview process and are aren’t given a clear answer.
What’s more, if the tools used are outdated and inefficient, it could suggest additional problems with efficiency and productivity.
9. Resistance to Change
Just as failure to invest in up-to-date remote programs and tools indicates a lack of efficiency, a resistance to change can indicate several red flags, such as poor communication, inflexibility, a lack of trust or confidence in new ideas and processes, and insufficient employee resources.
All of these issues can make it more difficult to perform your job, which can result in job dissatisfaction.
Adapting to change is essential to both individual and organizational growth and success. Therefore, employers that embrace new ideas and evolve with the demands of the modern workplace are more likely to provide a work environment that is also invested in your growth, development, and overall happiness.
10. Unequal Promotions
Whether you work remotely, hybrid, or on-site, job promotions should be granted based on factors like performance and opportunity — not location.
If you encounter a company that consistently promotes on-site or hybrid staff over remote staff, this is a major red flag.
Equal opportunities for career advancement should be extended to all employees for justified reasons, such as exceeding performance expectations, and not simply because hybrid and in-office workers may get more face time than remote employees.
Identifying Signs of a Toxic Workplace When Searching for Remote Jobs
With greater understanding of the signs of a toxic remote workplace, FlexJobs’ career experts also advise job seekers to carefully scrutinize a company’s reputation early in the job search process.
Before interviewing for a remote job, take the time to research signs of high employee turnover, as well as any reviews left by current and former staff. While an occasional bad review could be a sign of a disgruntled former employee, consistent employee complaints should be examined and assessed by job seekers to determine any common themes and, thus, potential red flags.
Additionally, think of how hiring managers communicate with you during the hiring process. Are they quick to respond? Are they transparent about the hiring process? Or, do you feel like they’re hiding information from you?
If you proceed to the interview stage, ask questions to learn more about the company’s culture, such as:
- How is feedback given and received remotely?
- How does the company define and recognize success in a remote work setting?
- How does the company support individual career growth and professional development in a remote work environment?
Find a Remote Job With a Strong Culture Fit
Once you’ve found a fully remote role that’s a strong fit for your skills and career goals, do your due diligence to ensure that the company, work environment, and culture are also a strong fit.
By researching companies and carefully assessing the work environment, you’ll increase your chances of finding long-term job satisfaction and avoid a situation where you find yourself back on the job hunt due to a toxic remote culture.
