In today's evolving workplace landscape, hybrid work has become the norm rather than the exception. While 76% of knowledge workers prefer some level of flexibility according to our recent press release, this new model presents unique challenges for managers and organizations—particularly when it comes to fair performance assessment.
One of the most significant issues? Proximity bias.
The Hidden Danger of Proximity Bias
Proximity bias—the unconscious tendency to favor employees who are physically present in the office over those working remotely—is quietly undermining workplace equity in hybrid environments. Research consistently shows that out-of-sight often means out-of-mind when it comes to advancement opportunities, with 52% of remote workers fearing their careers will suffer long-term due to reduced visibility.
This bias manifests in multiple concerning ways:
- Informal visibility advantages: Employees who work in-office benefit from spontaneous interactions with leadership and "face time" that can influence perception of their contribution
- Skewed performance reviews: Managers often unconsciously rate in-office workers higher than remote colleagues performing at the same level
- Promotion disparities: Remote workers are frequently overlooked for advancement opportunities despite equivalent or superior performance
"Return-to-office mandates feel disrespectful and needless," notes Claire Hastwell of Great Place To Work. "And these are the kinds of feelings that can drive a wedge between employees and employers."
But these mandates aren't the answer. Data from our SHRM 25 launch announcement shows that employees who can choose between remote, hybrid, or onsite work are three times more likely to want to stay with their company long-term. Meanwhile, those who are mandated into specific work arrangements are 14 times more likely to "quit and stay"—remaining employed but disengaged.
From Perception to Performance: Atteniv's Outcome-Based Approach
Atteniv takes a fundamentally different approach to hybrid work management—one centered on measurable outcomes rather than physical presence or perceived activity.
"We're not interested in monitoring employees' every move," explains Michael Carrigan, Atteniv's Chief Product Officer. "We're focused on helping organizations establish clear performance expectations and measure what actually matters—results."
Atteniv's platform accomplishes this through several key capabilities:
1. Objective Attendance Verification
Instead of relying on subjective impressions of who's "putting in the hours," Atteniv provides accurate, automated attendance data. By integrating with endpoint security systems (like ZScaler, Fortinet, and Microsoft Defender), Atteniv verifies actual in-office activity—not just badge swipes that could indicate someone entered the building but immediately left.
This objective data eliminates arguments about who is or isn't meeting attendance expectations, removing the emotional component that often clouds manager judgment.
2. Performance Metrics That Transcend Location
The platform allows organizations to establish clear, consistent performance benchmarks that apply equally to all employees, regardless of where they work. These metrics focus on:
- Output quality: Measurable work product quality indicators
- Milestone achievement: Completion of key deliverables and objectives
- Contribution metrics: Quantifiable impact on team and organizational goals
By centering these outcome-based metrics, Atteniv helps organizations shift from "hours logged in the office" to "value delivered"—a more accurate assessment of true performance.
3. Standardized Exception Management
One of the biggest challenges in hybrid work is ensuring consistent application of policies. Atteniv's structured exception request and approval workflows guarantee that all employees—regardless of location, role, or relationship with their manager—have equal access to flexibility when needed.
This standardization prevents the common scenario where in-office workers receive informal accommodations that aren't documented, while remote workers must formally request every deviation from standard schedules.
The Data Difference: How Metrics Eliminate Bias
Research from Brian Elliott at MIT Sloan Management Review highlights that top performers are significantly more likely to leave when faced with rigid office attendance requirements. Elliott notes that "for top talent, the signal 'We don't trust you' stings deeply."
Atteniv addresses this trust deficit by providing both managers and employees with clear, data-driven insights that spotlight performance independent of physical presence. The platform:
- Separates attendance from performance: While tracking compliance with company policies, Atteniv clearly distinguishes between attendance and actual work output
- Creates transparency: Both managers and employees have access to the same performance data, eliminating hidden criteria
- Facilitates objective conversations: Performance discussions center on measurable outcomes rather than subjective impressions
"What matters isn't where someone works, but what they deliver," says Janet Pogue McLaurin, global director of workplace research at Gensler. "Think about walking into an office and having a choice of a lot of different work points—that's kind of the new terminology, it's less about an individual desk anymore."
Integration with Performance Management Systems
To deliver maximum value, Atteniv seamlessly integrates with existing performance management platforms. This integration ensures that:
- Consistent criteria: Performance metrics remain consistent across systems and evaluation processes
- Holistic view: Managers access a complete picture of employee contributions
- Longitudinal insights: Organizations can track performance trends over time, preventing recency bias or over-emphasis on any single evaluation period
Creating a Sustainable Hybrid Culture
For organizations committed to long-term hybrid work success, Atteniv serves as the foundation for a fair, productive workplace culture. By providing objective metrics, the platform enables:
- Fair advancement opportunities: Promotions based on contribution rather than physical presence
- Reduced attrition: Improved retention as employees feel valued for their work rather than their location
- Greater diversity: Support for underrepresented groups who often benefit most from workplace flexibility
- Enhanced trust: Strengthened manager-employee relationships built on clear expectations and outcomes
"Employees are more likely to stay longer when they have a say in where and how they work," Hastwell notes. "Return-to-office mandates can potentially harm retention and diversity."
Looking Ahead: The Future of Fair Hybrid Work
As hybrid work continues to evolve, organizations that prioritize fairness and objectivity will outperform those relying on outdated presence-based evaluations. Atteniv is committed to leading this transformation through continuous innovation in our metrics and assessment capabilities.
The future of work isn't about where employees sit—it's about what they contribute. With Atteniv, organizations can build high-performance cultures that transcend physical location while ensuring every employee has an equal opportunity to succeed.
Ready to eliminate proximity bias and build a more equitable hybrid work environment? Contact Atteniv today to learn how our platform can transform your approach to performance assessment.
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publishedAt: "2024-03-05"