Remote Hostile Work Environments.

By: Stephanie Diana Gast- Wilson

While working on my dissertation in Business Administration on the topic of Remote Teams there are specific pit falls that happen in both research of pre COVID and during COVID.  Those pitfalls are:

• Professional isolation,
• Social Isolation,
• Communication, and
• Moral.

However, all four pitfalls are inter-related and if managed well can create an open communication.  But; sometimes organizational cultures or management becomes toxic and hostile work environments.  Which makes a lot of people rather than stay and fight the issues with toxic management to leave which hurts moral even more.  And this is the case in both face to face and remote environments. 

It is thought that remote teams can’t have a hostile work environment because there no environment physically to speak of.  However, COVID has forced many of us to work from home and proven that you can have a hostile work environment.  Although many of us are working from home and dealing with a new normal there is a tolerance level for the dysfunction that happens with working from home, teaching from home and the other craziness that happens with lockdown. 

Yet, this is no excuse to tolerate a toxic work environment.  Hostile work environments go beyond the stress that is are part of the COVID new normal. And each scenario should be examined individually and compared for perspective which is outside the topic of this post. 

 Although hostile work environments stem from ineffective communication and don’t just hinder effectiveness for those in the mix of the environment but; can kill moral for the whole team.  In remote teams it is easier for teams to spread displeasure more quickly and effectively.  Which can quickly create an exodus of employees.  When too many employees leave and are disgruntled this can hurt company good will and recruiting.  All the pitfalls in remote teams can be made or enhanced by bad communication.  And nothing exasperates communication than sarcastic remarks to team mates and passive aggressive tones.  Neither translate well in writing or remote environments.   Also, small breathing and tones can be misconstrued.  Such as sighs when picking up the phone.  Another thing for managers to remember is to always make employees feel important.  When they call or reach out make sure that pleasantries are polite for a reason.  But, overall mindfulness on the part of management is key to keep employees calm and happy while defusing hostile work environments.  It is always important to remember management makes and breaks teams