Worried homework hindering your promotion?


There is no doubt that working from home has its advantages. There’s more flexibility during the day (for that quick gym workout/dog walk/nap), your commute is short (really short), and you can wear pajamas 24/7 (although we would not recommend it).

Additionally, countless studies have shown that flexible knowledge workers consistently report less stress and anxiety, and greater job satisfaction than fully office workers. Good news, right? Well, not exactly.

The downsides of remote working are on the rise, and the one causing particular problems is proximity bias. This is defined as an unconscious tendency to favor people to whom we are physically closer. In flexible working environments, proximity bias increases the risk that office workers will receive preferential treatment simply by spending more face-to-face time with their managers.

Simply put, proximity bias is a natural human behavior – we intuitively value contributions we see, rather than those we don’t. However, this cognitive problem not only has a direct and detrimental impact on individuals – from promotions to pay raises – it has serious implications for workforce equity, company productivity and employee attrition.

Although the pandemic is responsible for many things, proximity bias is not one of them. In fact, this isn’t new, with early research establishing links between physical closeness, familiarity, and positive feeling.

A 1974 study showed that police academy recruits formed better bonds with classmates whose last names were closer to theirs in the alphabet since seating charts were listed alphabetically by last name. of family. And World Cup ski jumping judges tend to give higher marks to jumpers who share their cultural background in what’s called the “cultural proximity bias.”

Preferential treatment

Now, however, it’s becoming more prevalent in the office, with research showing teams fall into silos and cliques more quickly. Remote workers bond more closely with those who have the same way of working while, unsurprisingly, those who work in the office bond more closely with co-workers they see daily. However, the real concern of employees is whether their managers will give preferential treatment to those working in a physical office.

If you’re working from home and this is a growing concern, there are some things you can do. More frequent and informal check-ins will be beneficial, so instead of relying on quarterly or annual performance reviews, ask your manager for weekly or bi-weekly one-on-one check-ins that include short-term performance goals.

That way, not only will you have more “one-on-one time” with your manager, but you’ll also be able to highlight your accomplishments and progress week after week. It’s also a good idea to encourage more open two-way conversations with your manager to help them better understand any challenges you may be facing.

Another idea might be, when connecting to a Zoom meeting, to suggest the next time everyone connects with their laptops, rather than using the conference room camera, which can make it difficult to seeing other people’s expressions. It creates a more level playing field, so to speak, and those who join remotely can fully participate.

Finally, raise the issue with your human resources department. Proximity bias is not your problem to solve and good organizations understand that it is a serious threat to the success of a business. These companies will take the time to understand and discuss the issue and put in place safeguards and strategies to create a more attractive workplace.

Speaking of attractive workplaces, if you’re looking to join one, there are plenty of people hiring across Europe right now. We’ve listed three different jobs below, and you can find many more opportunities like these on Tech.eu’s Job Board.

UX Writing Manager, Booking.com, Amsterdam or Manchester

At Booking.com, data drives its decisions, technology is at the heart of its concerns and innovation is everywhere. He is currently looking for a UX Copywriting Manager to balance the needs of copywriters with the needs of the business, while understanding the right balance between quality and speed. If you have five to eight years of experience as a directly applicable individual contributor, as well as knowledge of working with technical and business stakeholders and managing their goals, and have a strong work ethic, than you are self-sufficient and resourceful, you should apply for this job now.

Partnerships Manager France, Payplug, Paris

Payplug is the French payment solution for merchants, e-merchants of all sizes and fintechs. It currently supports 20,000 SMEs and has a passionate team of 400 people. She is looking for a Partnership Manager to build, execute and manage partner and channel sales strategies, secure strategic partnerships and achieve revenue goals. This is a strategic role that will require a demonstrated track record of selling B2B partnerships in payments, SaaS software and channel sales, as well as a proven track record of selling partnership solutions, account planning, proposal creation and closing skills. If this sounds like you, you can apply for this role here.

Software Engineer, BP3 Global, Inc., Amsterdam

BP3 Netherlands BV is looking for a Software Engineer. He is looking for people interested in using their technical skills to solve complex business and system problems. If you want to understand the impact of your work on your clients’ business, you want to know that your work goes into production to solve real problems for real clients, and you want to know the beneficiaries of your work, then this is the right role for you. You will need to demonstrate success in completing software development projects, be proficient in writing professional, clear, readable, understandable, and well-tested code, and proficient in software design patterns. If you are interested, learn more about this role here.

Explore remote and hybrid roles, as well as many other tech jobs across Europe, on the Tech.EU Job Board


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