Description:
8 Answers
It can be a concern if the company doesn't have a strong remote-first culture or clear metrics for performance. 'Out of sight, out of mind' is a real risk. You need to be more proactive about communicating your achievements and seeking visibility for your work.
This really depends on the company. Some have made great strides in ensuring equitable promotion processes for remote vs. in-office. Ask direct questions during the interview about how they ensure remote employee growth and what the career paths look like.
I think remote workers have to be more intentional about networking within the company and making their contributions known. Schedule regular check-ins with your manager to discuss career goals. Document your wins and share them appropriately.
If performance is measured by results and impact, rather than 'time seen in the office,' then your location shouldn't matter. However, unconscious bias can still play a role. Look for companies that explicitly state their commitment to remote career progression.
It's less about being remote and more about how good your manager is at advocating for their team members, regardless of location. A good manager will ensure your work gets noticed by the right people.
Some studies suggest there *can* be a proximity bias. However, if the entire leadership or a significant portion of it is also remote, this is often less of an issue. Company culture is paramount.
I got promoted twice while fully remote. Key was clear goals, quantifiable results, and actively participating in team meetings and company discussions. Show initiative and be a reliable team player.
Focus on building strong relationships with key stakeholders, even if it's all virtual. Offer to help on cross-functional projects. Your network can be a huge asset for visibility.
Join the conversation and help others by sharing your insights.
Log in to your account or create a new one β it only takes a minute and gives you the ability to post answers, vote, and build your expert profile.