Issue 58

Proximity Bias is Subtle but Pervasive

In partnership with

Table of Contents

Opening Salvo

In hybrid and remote workplaces, presence is not the same as performance. Yet many leaders unconsciously reward those they see most often.

This is proximity bias. Employees who sit closer to decision-makers receive more visibility, more opportunities, and faster promotions. Those working remotely or outside the “center” often get overlooked, no matter the quality of their contributions.

I’ve seen this play out in both frontline and corporate environments. The people with more face time were assumed to be more committed, even when their output was no stronger than colleagues working elsewhere. Over time, this created resentment, uneven development, and unnecessary turnover.

Proximity bias quietly reshapes careers and undermines trust in performance systems. Leaders who ignore it create inequities that ripple across culture and retention.

Practical Personas (with a tinge of hyperbole)

  • The Face-Time Favorer: Rewards those who show up in person more often. Remote employees watch their contributions get minimized.

  • The Hybrid Hypocrite: Preaches flexibility but defaults to promoting those they see most frequently. Policies and practice move in opposite directions.

  • The Equity Builder: Tracks outcomes, not attendance. They ensure recognition and development are based on impact, not location.

Ask Yourself:

  • Are promotions tied to contribution, or to who is most visible?

  • How do you ensure remote employees are not overlooked in daily recognition?

  • What signals are managers sending when they equate presence with commitment?

Proximity bias does not disappear on its own. Leaders must name it and act against it. Which can be a tall task if they’re the ones perpetuating it, but that’s for another edition.

Did You See This?

The Skills Gap Is Really a Trust Gap

Employers are pressing for advanced technical skills, while workers expect employers to invest in training. This gap is creating a standoff that slows hiring, raises turnover, and weakens trust in workforce planning.

HR Dive reports that nearly two-thirds of employers expect skills gaps to worsen in the next two years. At the same time, 70% of workers say they would stay longer if offered more training opportunities. The divide shows up in budgets, with employers prioritizing recruitment over upskilling, while employees view skill development as a primary reason to stay. Analysts quoted in the piece stress that without clear alignment, companies risk paying twice, once in recruiting costs and again in higher attrition.

Leaders can reset the equation with three moves:

  • Publish a skills plan. State which capabilities are priorities and how employees can build them.

  • Fund training as retention. Treat development dollars as cost avoidance, not discretionary spend.

  • Tie metrics to advancement. Link promotions and pay progression to verified skill growth.

The skills workers want to learn are the same ones employers need most. Closing the standoff is not generosity, it is operational discipline.

Unbossing as a Path to Trust and Clarity

Stop being the bottleneck

Every leader hits the same wall: too many priorities, not enough bandwidth. Wing clears that wall with a full-time virtual assistant who runs the drag layer so you lead, not chase.

  • Offload scheduling, inbox, follow-ups, vendor wrangles

  • Keep your stack, your process, your control

  • Scale scope as you scale revenue

This isn’t gig work. It’s dedicated support that shows up every day and allows founders to delegate without losing control.

Talent Management 101 (TM101)

Proximity Bias in Hybrid and Remote Teams

Workplace proximity bias occurs when leaders favor employees who are physically closer to them, often unintentionally. It creates uneven access to opportunity and undermines both culture and performance.

Why It Matters:

  • Promotes inequity in promotions, recognition, and assignments

  • Damages trust between remote and in-office employees

  • Increases attrition among under-recognized talent

  • Weakens organizational performance by rewarding visibility over results

What to Change and How:

  • Anchor recognition and performance reviews to outcomes, not presence

  • Standardize check-ins and feedback for all employees, regardless of location

  • Rotate visibility opportunities so remote employees are included in critical projects

  • Train managers to recognize and correct their own biases

Proximity bias is subtle but pervasive. Organizations that confront it directly create more equitable systems and stronger performance cultures.

The Plug

  1. Professional development shouldn’t depend on your job title or whether your company invests in you.

  2. Many founders build businesses without ever having the chance to learn how to manage and lead people.

That’s why I created The AstutEdge Blueprint community, a space where anyone can build the skills that accelerate careers.

Inside, members get:

  • Asynchronous courses you can take on your own schedule

  • Practical templates to put learning into action

  • Coaching options in small groups or one-on-one

The Founding Member rate is $25/month until October 22, then it becomes $45/month.

Here’s a launch offer to help us grow together: join at the founding rate, refer two people who also join, and your monthly subscription is free for life.

This community was built to close access gaps. If you know someone who has not had access to professional development, this is the chance to invite them in. The link to join is below!

Busy isn’t the goal

Wing turns busy days into real progress. A full-time virtual assistant runs calendars, inboxes, and follow-ups, removing the drag that burns leaders out.

The result: more focus, more output, and the headspace to lead.