The hybrid work model, blending remote and in-office work, has become the norm for many companies, offering employees greater flexibility and a better work-life balance. However, as this way of working settles in, a growing concern has emerged: proximity bias. This refers to the tendency of managers to favor employees who are physically present, leading to potential disparities in career advancement opportunities for remote workers.
A recent survey by Resume Builder, which polled 626 managers, revealed that 56% of managers are more invested in the growth of in-person workers compared to their remote counterparts. The study highlights a widespread belief among managers that in-person employees are more trainable, better leaders, and stronger communicators.
The rise of proximity bias presents significant challenges for organizations, particularly in terms of morale and turnover. Many managers continue to rely on traditional management approaches that emphasize physical presence. This shift has highlighted a gap in training and experience, as many managers struggle to effectively manage and motivate their teams without the ability to see them working in person. As a result, remote workers may feel sidelined and disconnected, impacting their professional growth.
Moreover, while hybrid work is designed to offer flexibility, it also requires clear communication and structured support systems to ensure equal opportunities for all employees, regardless of where they work. Experts suggest that companies adopt strategies that focus on measurable performance rather than physical presence. For instance, transparent dialogue, constructive feedback, and performance reviews based on quantifiable objectives can help bridge the gap between remote and in-office workers.
To address these issues, organizations must take a more human-centric approach. This means cultivating an environment where flexibility, intentional collaboration, and empathy-based leadership are prioritized. A clear set of expectations, along with regular check-ins and a focus on outcomes, will level the playing field for all employees.
The shift to hybrid work is inevitable, but it requires companies to reevaluate their management strategies to avoid alienating remote workers. By fostering a culture of trust, autonomy, and transparency, organizations can ensure that remote employees have the same opportunities for career growth and development as their in-person colleagues.
The aHRrow team can help your organization effectively address and mitigate proximity bias, fostering a fair and inclusive hybrid work environment. Through targeted training programs for managers, revisions to performance management systems that focus on measurable outcomes, and the development of clear communication strategies, aHRrow will work with you to ensure that all employees—whether remote or in-office—have equal access to opportunities and resources. With aHRrow’s expertise, your organization can create a more equitable workplace where every employee feels valued, regardless of location.