Return-to-office mandates are becoming stricter largely due to managers' reliance on traditional methods of performance assessment, such as 'management by walking around.' This approach often leads to proximity bias, where managers undervalue the productivity of hybrid and remote workers. As a result, organizations may revert to outdated office-centric models despite evidence showing the benefits of flexible work arrangements.

Proximity bias negatively impacts remote workers by leading managers to underestimate their productivity. For instance, studies have shown that while remote workers demonstrated a 13% increase in performance, their promotion rates did not reflect this improvement. Managers often perceive remote employees as less committed or productive, which can hinder their career advancement.

Managers can improve their assessments of hybrid workers by adopting a more structured approach to performance evaluation. This includes setting SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals during regular one-on-one meetings. By focusing on real-time performance insights and maintaining open communication, managers can better recognize the contributions of remote and hybrid employees, thus reducing the impact of proximity bias.