How to fairly assess performance between remote and in-office/hybrid employees?

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My company has a mix of remote, hybrid, and fully in-office staff. How can management ensure performance reviews and promotion opportunities are equitable and don’t unintentionally favor those with more face-time?

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Answer 1 · 2025-05-06T15:25:00+00:00

Focus ruthlessly on outcomes and results, not physical presence or hours logged. Define clear, measurable goals for *everyone* regardless of location. Performance reviews should be based on achieving those goals.

Answer 2 · 2025-05-07T09:30:40+00:00

Train managers specifically on mitigating proximity bias. Make them aware of the tendency to favor those they see more often. Implement structured review processes with calibration sessions to ensure consistency across locations.

Answer 3 · 2025-05-08T11:05:15+00:00

Utilize 360-degree feedback that includes input from remote peers. This helps provide a more rounded view of an employee's contributions and collaboration style, especially for remote workers.

How to fairly assess performance between remote and in-office/hybrid employees?

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