Before the pandemic, working from home was not common. A recent study focused on the incipient change from traditional office to remote work. To this end, the study focused primarily on the reasons for the change and examined employees in call centers of a Fortune 500 online retailer. The objects of investigation related primarily to the “proximity bias” and the opportunities of promotion when working more in the office and close to managers.
Key facts
- The study explores why remote work was rare before the pandemic.
- The target group consisted of workers who worked 100% of their time at a remote location.
- The results of the studies showed that employees in a remote set-up were 12% less likely to be promoted than local employees.
- Companies must find ways to maintain clear communication & collaboration between remote workers and local employees.
- Employees must also seek & adapt communication in both setups in order to show a strong professional presence.
Scores
The researchers of a Harvard University study found that call center workers' productivity increased by 7.5% in 2018 and by 7.6% during the pandemic when working remotely. However, remote workers were 12 percentage points less likely to get promoted. This could be due to managers having less information about remote workers and because high-performing employees avoid remote work to increase their chances of getting promoted.
The study also found that remote work attracts less productive workers: those hired to remote work are 18% less productive than those hired for local jobs. This led to a “sorting” of workers, with some high-performing workers avoiding remote jobs so as not to work with less productive colleagues.
Discussion
After the pandemic, the lasting effects of teleworking will depend on how well companies can assess teleworkers for funding and whether workers' preferences for teleworking change. If companies can better identify remote workers for promotion and workers learn their preferences for remote work, the negative effects of remote work could be reduced.
This has an impact on companies & employees in a hybrid set-up.
Implications for companies with hybrid forms of work
Companies should be aware that remote work can lead to higher productivity but can also attract less productive workers.
They should develop strategies for effective evaluation of teleworkers in promotions in order to reduce the negative selection of teleworking jobs.
Companies must find ways to maintain clear communication and collaboration between remote workers and local employees to ensure a coherent work environment.
Guidelines for hybrid forms of work should be flexible to meet the different needs and preferences of employees so that they are optimal for both employees and the company.
Training managers to better manage and evaluate remote workers can help reduce bias in promotion decisions and improve overall team performance.
Implications for employees of companies with hybrid labor policies
Employees should be aware that choosing to remote work could impact their career opportunities, even if they are highly productive.
You should proactively communicate your achievements and successes with your manager to ensure visibility and recognition.
Employees should look for ways to connect with colleagues, both in the office and locally, to maintain strong professional relationships and avoid isolating or overlooking them.
They should also be prepared to adjust their work preferences based on their personal circumstances and evolving work environment to maximize their professional development.
Finally, employees must continuously improve their remote work skills, such as time management, self-motivation, and virtual collaboration, to increase productivity and maintain a strong professional presence.
