Remote and hybrid work have now become part of everyday life. However, this change in work environment makes fair performance evaluation difficult. Especially, remote workers often suffer disadvantages between the ‘visible performance’ and the ‘invisible performance.’ It is common for employees who come to the office more frequently to be recognized more easily, while remote workers’ contributions are undervalued, a phenomenon known as ‘**visibility bias (Visibility Bias)**.’
Evaluation Bias and Realities for Remote Workers
Researchers at the University of Illinois revealed that unconscious biases exist during remote work. In particular, women working from home tend to receive harsher evaluations when they fail to meet goals. However, providing managers with objective data including total work hours can reduce these biases. According to a Euronews article, remote workers are 31% less likely to be promoted and 38% less likely to receive bonuses compared to their in-office peers. This research highlights the presence of proximity bias in hybrid workplaces and the pressing need for standardized performance metrics and bias awareness training.
HR Strategies for Fair Evaluation
To overcome this ‘visibility bias,’ companies need to establish several important principles and strategies.
- Set objective and specific performance indicators: Clear criteria that apply equally regardless of role or work location are essential.
- Collect diverse perspectives through feedback (multi-rater evaluation): Regular 360-degree evaluations help disperse subjective judgments.
- Use performance data transparently: Measure ‘invisible performance’ using data on work progress, collaboration tool usage, and quantitative performance metrics.
- Provide unconscious bias training for managers: Help them recognize and improve biases related to work style.
- Strengthen regular one-on-one communication and check-ins: Accurately understand work situations and concerns through individual conversations with remote workers.
Harmony of Technology and Culture
Not only should technology tools be used to precisely manage performance data, but organizational culture must also evolve to fit the hybrid environment. Trust, transparency, and inclusive communication among employees must be supported. Leaders must also fairly evaluate the performance of employees working ‘beyond Zoom.’
In the hybrid era, what truly matters is not where you work, but the impact you create.
With Merified, companies can seamlessly manage their hiring processes, working time and leave tracking, and internal employee evaluations —all within one ethical, data-driven platform.
Our evaluation system is designed to be completely bias-free, ensuring that every decision —from recruitment to talent development— is based solely on real performance and competencies.
👉 Discover how to build a fairer, more efficient, and more human workplace with a Merified demo.
References
- University of Illinois Researchers, "Is Remote Work Driving Performance Evaluation Bias?" ICPAS Insight, April 7, 2025, accessed October 23, 2025, **https://www.icpas.org/information/copy-desk/insight/article/spring-2025/is-remote-work-driving-performance-evaluation-bias**.
- Euronews, "Remote Workers Face Lower Promotion and Bonus Rates, Survey Finds," May 1, 2024, accessed October 23, 2025, **https://www.euronews.com/next/2024/05/01/remote-worker-heres-why-you-might-not-get-that-promotion-or-bonus**.
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