If You Want a Promotion, Don’t Work From Home

Are remote employees less likely to be promoted?

Climbing the corporate ladder from your couch? Think again. The hidden limitations of remote work are here.

My friend Max is employed at a company that offers its employees the option to work from home, at the office, or in a hybrid environment. However, he had to relocate to Ohio to take care of his ill father and, ever since, has been excluded from the company’s internal communications.

The move resulted in his boss losing confidence in him, leaving him feeling lost and disconnected from his work. This year, he was passed over for a promotion, didn’t get a raise, and his evaluation didn’t contain any information that could help him.

When he protested, his manager told him he needed to return to the office.

Max is not alone. Many remote workers enjoy the benefits of working from home, such as flexibility, freedom, saved commuting time, and fewer interruptions. However, many questions are being asked, such as, “Are remote employees less likely to be promoted? Or get a raise?

Unfortunately, studies say there are no promotions or raises for remote employees.

The results of the studies are not too shocking, but it’s helpful to see data validate what most economists assumed for the past few years.

If you aren’t in the office building personal relationships with your management team and coworkers, you are less likely to receive a promotion or make more money. If you are working remotely and got a raise this year, consider yourself lucky.

Three years ago, most readers villainized me for saying this.

Three years ago, I wrote an article about remote work, but most readers didn’t agree with my viewpoint.

I argued that remote work is not right for everyone and every business. I also pointed out that experienced employees will benefit from it, while younger employees might encounter difficulties in their long-term career development due to the lack of in-person mentorship and training.

I also stated that remote work might negatively impact collaboration and communication, leading to fewer promotions and raises. While no clear conclusion exists on how remote work affects company culture, it is still important.

In my opinion, companies need to do more to bridge the gap between remote and in-office employees, but at the moment, they are not showing much interest in helping remote workers.

Let’s break down the numbers.

Remote workers received promotions 31% less than office employees.

I’m about to share some disturbing news with you, so be ready.

A recent study analyzing millions of employee records found that remote workers are promoted 31% less frequently than their office-based peers. This raises concerns about remote work’s potential long-term career limitations, as climbing the corporate ladder while working remotely may be more challenging than some assumed.

Human Resources Director Magazine also reported that remote employees are less likely to receive raises than their counterparts working at the offices or hybrid. The study found that only 67% of remote staff received a raise in 2023, lower than the 79% of onsite and 83% of hybrid colleagues who received a raise.

Remote workers, particularly women, receive less guidance and mentorship, which could lead to a wider pay gap between genders.

What are the experts saying?

An economist at Stanford University, Nick Bloom, is frustrated with the biases against remote work.

He believes there is a “proximity bias” or discrimination against remote workers. Nick Bloom is upset that almost 90% of business leaders offer better opportunities, interesting projects, promotions, and raises to employees who come to the office.

Proximity bias is a real thing. It reminds me of the old saying, “Out of sight, out of mind.” Is it fair? No, but it is human, and companies haven’t trained their managers to pay close attention to this hidden bias.

I know there is a human inclination to favor and trust people we see regularly, and this fact can’t be ignored, but whether or not an employee is remote or not should not affect their career growth.

From a leadership perspective, if deserving workers are not promoted, leaders are not recognized or forget about them. Employees must make the effort, but leaders must also make the time for growth and mentorship. As the number proves, leaders are not trying to connect with remote staff.

How remote employees can take charge of their careers.

I spoke with a few remote employees and suggested they schedule regular one-on-one meetings with their managers, actively participate in virtual meetings, and share their weekly accomplishments with everyone in the company.

It’s also important for remote workers to keep track of their efforts and the outcome of their work. They should showcase their achievements by providing quantifiable data and using numbers to communicate their contributions.

Just because you work from home doesn’t mean you should keep yourself isolated from your colleagues and supervisors. Building relationships is still important, and you can do this by participating in activities that build peer-to-peer relationships, supporting new employees, and always looking for collaborative opportunities.

By implementing these strategies, you can ensure that your contributions to remote work are recognized and rewarded.

No one wants to travel two hours to get to work.

Studies on this remote work don’t consider factors like the length of commute, which can significantly impact a person’s well-being and work-life balance.

Many people have long commutes that take a toll on them and their children. This is not a one-size-fits-all situation, as some surveys suggest. Regardless of whether someone is working remotely or in a hybrid situation, every employee needs a career development plan and should know what they need to do to achieve it.

Managers need to prioritize the career development of their employees and provide guidance on what aspects of career development require in-person interaction and what can be done remotely. However, it’s important to note that career development discussions on Zoom are different from those in person.

Research indicates fully remote workers are more productive than their fully onsite peers. However, remote workers may miss out on casual in-person conversations that can lead to better relationships and promotion prospects. Remote work tends to be a better fit for individuals who are already established in their careers and who have developed the necessary skills and relationships to advance their careers.

Do you work remotely?

I’m interested in your thoughts regarding the current trend of working remotely instead of in the office.

Many people consciously choose to work remotely and are content with not being promoted or advancing their careers as quickly to prioritize their well-being and that of their families. The job market is hot enough that those who didn’t get a promotion or a raise can easily find a new job with better pay.

What are your thoughts on remote work? Is it beneficial or harmful for employees?