The recent pandemic permanently changed the way we work. Most organizations have morphed into a hybrid workforce \u2013 many associates choosing to work remote.<\/p>\n
New challenges arise for leaders as they manage teams both onsite and remote. Proximity bias is a new challenge many leaders now face, and it has the potential to negatively impact workplace culture.<\/p>\n
Proximity bias<\/a> occurs when a leader shows unconscious favoritism toward associates based on physical proximity. For example, managers may promote in-office associates more frequently than their remote counterparts. While you should base promotions on performance, capability and skill, seeing someone face-to-face daily can create an advantage for your in-office workers.<\/strong> If you\u2019re not careful, proximity bias can result in serious consequences for your company. For example, you may be passing over the best person for a new role simply because you don\u2019t interact with them on a regular basis (in favor of someone you see every day). It\u2019s a form of discrimination and becoming a critical issue faced by companies.<\/p>\n As a leader, how do you avoid showing favoritism to your in-office employees? Here are four tips to counteract this type of biased thinking.<\/strong><\/p>\n This step sounds simple, but don\u2019t overlook it. Awareness is critical because leaders don\u2019t consciously choose to have proximity bias. However, psychologically, our brains tend to favor someone we see and interact with every day over someone we only connect with periodically online. We already know that conscious and unconscious bias exists. According to Ed Calder<\/a>, Leadership and Management Consultant specializing in workplace change, \u201cWe develop mental shortcuts to perform everyday activities, and cognitive biases are the result.\u201d<\/p>\n Compare the relationships you have with team members or associates you only see on the screen to those you see physically. Proximity bias is the result of our brain’s natural reactions. Awareness is key.<\/strong><\/p>\n Before you decide on who to promote in your team (or give a new assignment or new role), make certain you consider any bias you may feel simply because of proximity.<\/p>\n Proximity bias can hinder an associate\u2019s sense of belonging. Without feeling like part of your team, an associate could lose the motivation to do their best work<\/a>. When associates don\u2019t produce their best work, the whole organization suffers.<\/p>\n Have a plan to provide equal access to you and your remote associates. Look at how often you connect with in-person associates and try to create equal opportunities to connect with remote associates. Create a list of associates you are most and least connected with, then plan out ways to maximize your time with those you connect with the least.<\/p>\n You need to understand everyone\u2019s perception of your time with them. Some people assume time with the boss means a focus on work. Your associates need to know that some personal one-on-one conversations<\/a> are part of the norm, so you get to know them better.<\/strong> You may get some insights through an annual associate engagement survey, but don\u2019t wait for those results. Look for formal and informal ways to gain understanding. Quarterly pulse surveys may help but take advantage of your one-on-one meeting time. Ask probing questions about your remote associates\u2019 connectivity to you, the team and the organization.<\/p>\n The main reason proximity bias exists is because we logically become more familiar with those associates we interact with every day. We observe their body language, interactions and behaviors in real time.<\/p>\nFour Tips to Overcome Proximity Bias<\/h2>\n
1. Be Aware<\/h3>\n
2. Have a Plan<\/h3>\n
3. Seek Feedback<\/h3>\n
4. Maximize your Virtual Time<\/h3>\n