Evolving Standards in Workplace Behavior
Workplace behavior and what is considered acceptable have been continuously evolving as new generations enter the workforce and technological advancements reshape how we operate. What might have once been overlooked or even encouraged is now being seen as serious red flags by employers, according to experts.
Jason Morris, a business expert at international link-building agency My Profit Engine, highlights that the bar for professional behavior has definitely shifted. He notes that certain habits can immediately signal emotional immaturity or disconnection from modern workplace dynamics. Employers are placing increasing value on emotional professionalism, and managing workplace friction is often viewed as equally important as technical output. As a result, companies are tracking emotional intelligence metrics, recognizing that one person’s unprofessional behavior can negatively impact an entire team’s dynamics.
Morris identifies five workplace red flags that have become problematic in 2025. These could indicate deeper issues with self-awareness, adaptability, and potential for professional growth. Some of these may seem obvious, while others might be surprising.
Avoiding Video During Virtual Meetings
Although it is common practice for many organizations to keep cameras off during virtual meetings, consistently doing so can come across as disengaging or lacking confidence. Video engagement has become a basic professional courtesy. When someone consistently opts out, it creates distance and makes others wonder what they are really doing during meetings. This can be particularly harmful during collaborative discussions where visual cues are essential for building rapport and reading room dynamics.
Morris advises employees to test their setup beforehand and treat video calls like in-person meetings. Those with legitimate concerns about their space should communicate directly rather than simply staying off-camera.
Complaining Openly About Your Workload
Another behavior that many of us have likely engaged in is venting about being “swamped” during open meetings or discussions with colleagues. However, this can signal poor boundaries and unprofessional emotional regulation. Modern workplaces expect individuals to manage stress privately and escalate workload concerns through proper channels. Broadcasting overwhelm suggests someone who hasn’t learned to separate personal struggles from professional communication.
Employees should instead schedule private conversations with their managers about capacity problems, focusing on solutions and resource needs rather than emotional responses.
Needing Constant Direction
Frequently asking what they should be working on can show an inability to prioritize or think strategically. A good alternative would be to meet with management weekly to review priorities and then execute these independently. It is also important to provide status updates and ask specific questions about potential roadblocks.
When someone needs constant direction, it indicates they haven’t internalized what success looks like in their position. The expectation now is that professionals can work autonomously for reasonable stretches and come to meetings with solutions, not just problems.
Saying “That’s Not My Job”
While it can be important to protect one’s time and productivity, rigid role boundaries can signal inflexibility and poor team awareness. Instead of immediately deflecting requests, which shows a lack of collaborative spirit, employees should try to suggest alternatives, even if it means pointing them to a different contact.
The most valuable team members think in terms of outcomes, not just task lists. They might not take on every request, but they help find solutions instead of just saying no.
Over-Explaining Simple Mistakes
Employees should be wary of over-explaining small errors, as this can signal defensiveness, poor emotional regulation, and a lack of confidence. It is far better to own your mistakes without drama, which is best achieved through a brief acknowledgment and quick correction.
When someone writes three paragraphs explaining why they sent the wrong attachment, it raises more concerns than the original mistake. It shows they’re not comfortable with the normal give-and-take of professional life.
Perspectives from Other Experts
According to Jason Buechel, CEO of Whole Foods, employees who are not receptive to different points of view because they think they know the answer to everything can drag down their own work and that of the company.
Todd Graves, CEO of US restaurant chain Raising Cane’s, adds that job hopping too frequently can be a big red flag. Such employees may appear to be on a quest for titles rather than someone who believes in the business and seeks long-term contributions. However, some experts feel that moving roles every two to three years can show ambition and adaptability, provided there is clear growth in each career move.
Employee Perspectives on Red Flags
According to a poll conducted by Monster Jobs, the biggest employee red flag is micromanagement. Based on the data, it’s clear workers crave independence and trust from their employers. Managers who spend too much time “helicopter managing” or using a “my way or the highway” approach will find themselves in a constant state of employee turnover.
Furthermore, over half of the 6,000 survey respondents also cited inflexible work schedules and the famous “meetings that could have been emails” as major employer red flags.
