Hybrid work introduces the challenge of proximity bias, where employees closer to leadership receive preferential treatment. This bias jeopardizes the performance and recognition of remote workers, who, despite often matching or exceeding in-office productivity, face leadership perceptions that deem them more replaceable. If organizations do not address this bias, they risk underselling talent and engagement, ultimately leading to loss of skilled workers to companies that prioritize equitable recognition based on merit rather than location.
Proximity bias can create workplaces where performance takes a backseat to physical presence, leading to talented remote employees being overlooked and overall engagement suffering.
Though remote employees often produce the same, if not better, results than in-office peers, they are at a disadvantage regarding leadership's perceptions of their contributions.
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