When quiet behavior shifts into radical energy, it rarely happens overnight.
Remote work makes it easier than ever to hide in plain sight. While you might only see a colleague on screen for a few minutes a day, they’re living a full, often unfiltered life off-camera. If someone you work with starts to subtly—or not so subtly—change their tone, share extreme views, or isolate themselves more than usual, it can signal something bigger than just burnout or boredom. These behaviors might be signs they’re drifting into more radical ideologies that have nothing to do with their day job.
You don’t need to be paranoid to notice when something feels off. People who lean into extreme beliefs often do so gradually, testing the waters in ways that seem harmless at first. They may share links, make jokes, or post things online that hint at a darker shift. Spotting these red flags early isn’t just about protecting your team—it’s about recognizing when someone might need intervention, accountability, or a reality check. Here are 12 signs that should raise concern if you notice them happening with someone on your remote team.
1. They start making polarizing comments in casual chats.
In the beginning, it might just seem like they’re playing devil’s advocate. But over time, you notice a shift in tone—a bitterness in their voice or a pattern in the opinions they’re pushing. They might casually drop controversial statements during Zoom calls, especially in team chats that feel less formal. The topics often have nothing to do with work, but they still find a way to inject heated political takes, conspiracy theories, or sweeping generalizations about certain groups.
These comments can create a tense or uncomfortable vibe, even if no one directly challenges them. Sometimes, they wrap these opinions in sarcasm or “just joking” language, but it doesn’t take much to see that they mean what they’re saying. What makes this dangerous is how it can normalize extreme viewpoints in shared workspaces—especially if no one pushes back, according to the authors at HR Bartender. It’s the kind of slow erosion of trust that makes teams feel fractured and unsafe, even across screens.
2. Their online presence suddenly becomes more aggressive.
If you’re connected on social media or happen to come across their profiles, you might see a clear shift. Maybe their posts were once about weekend plans or family updates, but now they’re sharing aggressive takes on current events or reposting content with inflammatory hashtags. Their tone may lean into all-caps rants, confrontational memes, or loaded language that shows a deepening frustration with society, government, or perceived enemies, as reported by Ryan Scrivens at Taylor & Francis.
This behavior isn’t always obvious at first. It might begin with subtle resharing of fringe articles or vague commentary about “waking up to the truth.” But gradually, you see a pattern of ideology that becomes harder to ignore. Their posts can be unsettling, especially if they start blaming specific groups or calling for “action.” While everyone’s entitled to opinions, the combination of anger, conspiracy, and blame points toward someone who’s emotionally invested in extreme narratives—and that’s worth paying attention to.
3. They withdraw from group discussions and isolate themselves.
You might notice them turning off their camera more often, skipping optional meetings, or suddenly going quiet during discussions they once contributed to freely. While remote work naturally comes with some degree of isolation, this kind of withdrawal feels different. It’s marked by emotional distance—like they’re no longer interested in being part of the team or hearing other viewpoints.
They may still show up for required tasks, but they engage with the bare minimum, often avoiding back-and-forth conversations or team-building moments. This kind of self-separation can create a breeding ground for radical thought, especially if they’re spending their online hours in echo chambers filled with confirmation bias, as stated by the authors at the Society for the Psychological Study of Social Issues. The further they pull away from human connection, the more likely they are to get lost in a loop of disinformation and resentment. That emotional distancing is often one of the earliest red flags.
4. Their language begins to mirror extremist rhetoric.
Pay attention to subtle changes in vocabulary. If they start using phrases like “the elites,” “the deep state,” or “woke agenda,” it could be more than just a phase. This kind of language isn’t just political—it’s often pulled straight from extremist playbooks that aim to divide and inflame. These phrases usually show up unprompted, wedged into unrelated conversations in ways that feel off-topic or oddly rehearsed.
The key here is repetition. It’s one thing for someone to express frustration once or twice, but consistent use of buzzwords or coded language signals they’re spending a lot of time consuming content from radical sources. It may start to color their perception of workplace decisions, making them suspicious or hostile toward policies that have nothing to do with politics. Language shapes thought—and in this case, it reveals a slow slide into a very rigid and suspicious worldview.
5. They express admiration for controversial or extremist figures.
During meetings or casual chats, they might casually reference someone like a banned pundit, a known conspiracy theorist, or a polarizing political figure—and not just to critique them. Instead, they may praise their “truth-telling” or defend their actions in a way that goes beyond disagreement and into alignment. This kind of reverence often reveals more than they probably intend.
Admiring controversial figures isn’t inherently dangerous, but when those figures are associated with hate speech, violence, or known extremism, it becomes a clear indicator of ideological drift. This behavior often comes paired with disdain for mainstream sources or institutions, setting up an “us vs. them” mentality. They’re not just expressing opinions—they’re aligning themselves with a worldview that frames dissent as persecution and radical action as justified.
6. They show hostility toward diversity initiatives.
When someone starts to resist or resent diversity, equity, and inclusion efforts, it can be a troubling sign. You might hear them make sarcastic remarks during training sessions or push back against inclusive language in shared documents. These reactions often come wrapped in claims about “political correctness” or “reverse discrimination,” but the underlying emotion is clear—resentment.
This kind of pushback isn’t just about personal opinion. It often signals a deeper rejection of empathy-based policies and a growing alignment with ideologies that treat equity as a threat. If they act irritated whenever diversity topics come up, or start framing them as a waste of time or unfair advantage, they may be adopting more extreme views about who deserves respect or representation. That shift can bleed into how they treat coworkers and clients, subtly reinforcing exclusion.
7. They begin defending violence or civil unrest.
It’s one thing to debate current events, but when a colleague begins rationalizing or justifying violent actions—even in abstract terms—it’s time to pay attention. You might hear them say things like “sometimes you need to fight fire with fire” or “they got what they deserved,” especially in response to protests, political riots, or law enforcement conflicts. These statements often start vague but grow sharper with time.
This isn’t just venting frustration. When someone consistently minimizes the impact of violence or shifts blame onto victims, it often reflects deeper alignment with extremist ideology. It shows they may have adopted a worldview where force is acceptable, even noble, in the pursuit of some larger goal. That kind of thinking rarely stays compartmentalized—and can bleed into how they work, make decisions, and influence others in the virtual space.
8. Their work performance becomes erratic or fueled by paranoia.
Sudden dips in focus, missed deadlines, or odd explanations for incomplete work can sometimes point to something more than distraction. They might mention feeling watched, claim their accounts are being monitored, or speak vaguely about “not trusting the system.” These behaviors aren’t always signs of extremism, but when paired with other red flags, they paint a fuller picture.
Paranoia can be both a symptom and a gateway to radical belief systems, especially ones built around distrust of institutions. As their productivity drops, they may blame external forces rather than take responsibility. It’s not just frustrating—it’s a sign their thought patterns are becoming more conspiratorial. This mindset can quietly erode team cohesion, especially if they begin pushing others to adopt their views under the guise of “just being cautious.”
9. They react defensively when questioned about their views.
Ask them to clarify a vague or extreme statement, and their reaction can be surprisingly intense. They may lash out, accuse you of censorship, or claim you’re part of a larger agenda. Instead of engaging in dialogue, they double down and retreat further into defensiveness. That knee-jerk reaction often reveals a lack of confidence in their own reasoning—paired with a deep emotional investment in the ideas they’ve adopted.
Defensiveness like this doesn’t just shut down conversation; it creates a barrier between them and the rest of the team. Over time, others may stop interacting with them altogether, afraid of triggering another outburst. That isolation often fuels the radical mindset even more, reinforcing the idea that the world is against them and they’re part of some misunderstood or oppressed group. It’s a toxic feedback loop.
10. They start recruiting others into fringe discussions.
This might happen in private messages, side chats, or during one-on-one video calls. They’ll share articles, videos, or invites to off-the-clock “conversations” that carry a tone of urgency or secrecy. At first, it might seem like they’re just sharing an opinion, but the goal becomes clearer—they want you to see the truth, or join them in their new way of thinking.
Recruitment doesn’t always look dramatic. It often comes through casual nudges, planting seeds of doubt, or framing their beliefs as simply being more “awake.” If you notice a pattern—especially if they’re targeting newer employees or those who seem more isolated—it’s a sign they may be testing boundaries. In extreme cases, this behavior becomes a form of digital grooming into dangerous ideology, hidden behind claims of open-mindedness.
11. They show increasing disdain for leadership and institutions.
Criticism of leadership is normal, but there’s a difference between voicing frustration and expressing total disdain. You might hear them say things like “management is corrupt” or “HR’s in on it,” often with a tone that suggests betrayal, not just disagreement. They may extend this distrust to all institutions—government, media, science—with no interest in constructive solutions.
This mindset often reflects a deeper belief that systems are rigged and people in power are deliberately working against them. It’s a defining trait of many radical ideologies and conspiracy theories. Once someone sees everything as part of a grand betrayal, it’s nearly impossible to reason with them. The bigger concern is how that distrust spreads—infecting team morale and undermining the shared trust that remote teams rely on to function.
12. They suddenly disappear or get deplatformed.
One day they’re active in group chats, and the next they’re gone—with vague explanations or none at all. Sometimes their social media accounts vanish, or coworkers mention they’ve been suspended or banned. These disappearances can point to behind-the-scenes consequences tied to their behavior—especially if they’ve crossed lines on public platforms.
While it’s tempting to brush it off as personal drama, sudden deactivation is often the result of being flagged for extremist content or harassment. It can be a quiet signal that someone’s online activity has moved into territory that violates terms of service or even legal boundaries. When this happens in tandem with the other signs on this list, it’s a strong indicator that the person may be far more involved in extreme communities than they’ve let on.