Bài đọc · ~167 từ
AThe shift toward remote and hybrid work has brought genuine benefits for many employees seeking better work-life balance, yet some career researchers have raised a quieter concern: remote employees may be less visible for promotion decisions than colleagues who are physically present in the office more often.
BThis effect, sometimes called proximity bias, does not require any deliberate unfairness from a manager; simply being seen regularly, available for a spontaneous conversation, can unconsciously shape who a manager thinks of first when a new opportunity arises.
CRemote employees who actively work against this effect often make a point of scheduling regular, substantive check-ins with their manager, rather than relying solely on routine status meetings, to ensure their actual contributions remain visible beyond what shows up in a shared document.
DSome companies have introduced more structured, criteria-based promotion processes specifically to counter this bias, aiming to ensure visible contribution is judged by documented results rather than by who happened to be standing nearby when decisions were quietly being made.