How Workplace Misconduct Escalates—and What Employers Can Do to Prevent It

Misconduct doesn’t always start in the office—it often starts online.

The workforce demographics are changing as younger, more tech-savvy generations have now become the majority of the workforce. These generations are online more, share more information about themselves, and are more likely to connect with others online than in person. This has shifted how work gets done and the tools we use to do it. But, it’s also fundamentally shifting how we learn, act publicly around other people, and even the risks we pose to our employers.

These shifts in workforce demographics and digital behavior are fundamentally changing how misconduct appears at work. What used to take years to unfold now happens in a matter of weeks—and the first signs often appear on social media long before they show up in the workplace.

Whether you're bringing someone new onto the team or keeping a pulse on long-time employees, early warning signs of harmful behavior are out there—and visible—if you know where to look.

Our latest infographic, The Progression of Misconduct at Work, breaks down how risky behavior builds over time, and gives HR and Talent leaders five smart ways to get ahead of it—before it puts your people, brand, or business at risk.

Stages of Workplace Misconduct: From Exposure to Participation

Misconduct rarely happens out of nowhere—it builds over time. First, there’s exposure to harmful content. Then, with enough repetition, that exposure begins to reshape what people see as acceptable. In research, this is called the “misconduct multiplier effect,” but it’s more commonly referred to as “a bad apple can spoil the bunch.” Research shows the progression of exposure to participation typically follows the following steps:

Exposure – Someone encounters harmful or extreme content online.
Acceptance – The more they see it, the more normal it seems.
Advocacy – They start to share, comment on, or endorse that content.
Participation – They cross the line and act on those views—in public or at work.

In the past, social learning and behavioral changes like this took years. However, the increase in online radicalization is accelerating this procession, now condensing the time from exposure to participation to a matter of months or even days. And by the time it reaches your workplace, it’s often already too late.

4 Workplace Misconduct Statistics Every HR and Recruiting Leader Should Know

This enhanced progression is something many of us have seen on our own social channels over the past few years. And, new data from Fama’s 2024 State of Misconduct at Work research confirmed these anecdotal changes are seen around the world. Both Fama’s and external research found that:

Signs of misconduct online jumped 50% in the last year.
Threat-related posts spiked by 180%, showing how fast things can escalate.
26% of workplace violence incidents come from current employees.
3% are caused by former employees—yes, even after they’ve left the company.

This rise in online misconduct is why more employers are rethinking how they screen candidates and monitor employee risk.

Why HR and Talent Acquisition Must Address Misconduct Before It Escalates

HR and Talent Acquisition teams aren’t just responsible for filling roles and making sure work gets done. We’re responsible for protecting the organization and creating safe, productive workplaces. As a known killer of employee wellbeing, retention, and productivity, misconduct is something HR and talent professionals need to proactively address to effectively do their jobs.

In practice, recruiters and TA leaders are the organization’s first line of defense. Social media screening can reveal serious risks—like harassment, threats, or intolerance—that don’t show up on a resume or standard background check. While companies do conduct background checks, if they aren’t inclusive of social media screening, the background checks alone aren’t going to sufficiently identify modern risks. This is why data shows 1 in 20 candidates had red flags missed by traditional background checks.

Once someone is hired, HR and people leaders are the last line of defense. As behavior is now changing so quickly, it’s important to not just screen once when someone enters the door, but to continue regular screening to ensure continued protection over time. Employee screening and rescreening helps identify new risks as behaviors shift over time—especially before promotions or leadership changes. After all, 26% of workplace violence incidents come from current employees.

In short: if you’re only screening once, you’re not screening enough.

What Is Employee Screening? Why Ongoing Screening Is Key to Preventing Misconduct

Hiring someone is just one moment in their employee journey. And just because someone passed a background check once doesn’t mean nothing has changed.

That’s why more companies are building in rescreening—especially during moments like:

Promotions or internal transfers
After a behavioral issue or concern
Following major political or cultural events
Quarterly or annual re-checks to stay ahead of risk

You don’t need to monitor employees. But you do need to stay informed—especially in a world where so much of our identity and behavior plays out online.

5 Ways to Prevent Workplace Misconduct Before It Becomes a Crisis

Fama’s research identifies several clear and easy steps employers can take to begin more proactive and ongoing risk mitigation efforts. Consider the following steps:

Go beyond the basics: Traditional background checks miss what happens online. Social media screening fills that gap.
Use a trusted, compliant partner: Manual searches can expose your team to bias and risk. Solutions like Fama do it ethically, accurately, and fast.
Rescreen regularly—not just once: Quarterly or annual checks can help HR teams catch changes in behavior before they cause harm.
Look for patterns, not one-offs: The goal isn’t to “catch” someone—it’s to spot consistent, serious risks aligned to your code of conduct.
Act early, not after the damage is done: In one case, Fama helped prevent a workplace shooting by flagging a hit list during a rescreen.

Over the last ten years, we’ve learned that the impact of inaction isn’t just an annoying X post going viral. It can be a full blown crisis, lawsuit, or even workplace violence incident that causes irreparable harm to an organization and employees.

Download the Infographic: How to Prevent Workplace Misconduct Before It Starts

See how misconduct escalates—and what you can do to stop it before it starts.

Download the infographic: The Progression of Misconduct at Work

[Download Now] 🔽

Why Leading Employers Use Fama for Social Media Screening and Employee Risk Detection

Misconduct is contagious. One overlooked red flag can spread harm across your culture, your team, and your bottom line. And these days, warning signs don’t always show up in the office—they’re often visible online first.

Fama helps recruiting and HR teams surface misconduct risks before they spiral into a crisis. Whether it’s during hiring, promotion, or ongoing employment, our platform brings critical online behavior to light.

Screens over 10,000 online public sources as well as both major and emerging social media platforms
Supports 25+ languages and video content
FCRA, EEOC, GDPR, and PIPEDA compliant
Works for both one-time and recurring rescreens
Seamlessly integrates with major HR systems and background check providers

From first impression to final exit, Fama gives you a clear, ethical view into the risks that matter.

Don’t wait for a crisis. Start screening smarter—with the online insights today’s risks demand.