Managers can take steps to make sure they fairly evaluate remote workers and don’t automatically favor in-office employees.
The Wall Street Journal offers these suggestions:
- Try hybrid or remote work yourself to get a feel for what is involved.
- Analyze pay and promotions in your department to ensure you don’t have a gap between remote and in-office workers.
- Let technology help you. Some companies cover meeting room walls with 36-inch screens, so everyone dialling in appears life-size.
Taking these steps may convince you to agree with Brian Kropp, who leads human-resources research at Gartner, a business research firm.
Managers consistently label in-office workers as higher performers and give them bigger raises and promotions, Kropp told the Journal, even though data shows there’s really no difference between the two groups.
If anything, remote workers perform slightly better and are more engaged, he said.
A January Gartner survey of 4,258 employees found that 43% of remote workers and 49% of hybrid workers were highly engaged, compared with 35% of on-site workers. Bottom line: Don’t assume that off-site employees do less than in-office workers.