Beware of Proximity Bias
Sarah Auer, MPH, CHES® (she/her/hers)
Program Analyst II
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From: Jessica Arrazola <jarrazola@cste.org>
Sent: Wednesday, October 12, 2022 4:41 AM
To: Sarah Auer <sauer@cste.org>
Subject: FW: The Management Tip of the Day
________________________________
From: Harvard Business Review <noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org>>
Sent: Wednesday, October 12, 2022 4:40:59 AM (UTC-05:00) Eastern Time (US & Canada)
To: Jessica Arrazola <jarrazola@cste.org<mailto:jarrazola@cste.org>>
Subject: The Management Tip of the Day
Beware of Proximity Bias. As a manager, you always need to check your biases. As a manager of a hybrid team, it’s particularly important to quash “proximity” bias—the tendency to prefer employees you see in person over those who are more frequently remote. Start by instilling a culture of “excellence from anywhere.” Regularly show that you value high-quality deliverables, effective collaboration, and innovation over location. This signals to your team that you recognize and appreciate their work, even from afar. Next, establish a more regular check-in cadence with your remote direct reports. Try weekly or bi-weekly to start. This will help you level the playing field by building in personalized, one-on-one face time with the employees you’d otherwise see less often. Frequent check-ins will also give you increased visibility into remote workers’ workloads and performance—as well as a clearer sense of when they need your support. Finally, push for equity at a process level. Ensure that meetings and workflows don’t present obstacles that hamper remote employees’ ability to contribute, participate, and do great work.
[Management Tip of the Day]<https://t.a.email.hbr.org/r/?id=hb794652c,16a9035b,16a9035d&e=cDE9P3V0bV9tZWRpdW09ZW1haWwmdXRtX3NvdXJjZT1uZXdzbGV0dGVyX2RhaWx5JnV0bV9jYW1wYWlnbj1tdG9kX2FjdHN1YnMmdXRtX2NvbnRlbnQ9c2lnbmlubnVkZ2U&s=Zg1fBFR9qgYclvrIGNk_BNq-Z4SUQwmhx22uptzlQKE>
Today’s Tip
Beware of Proximity Bias
As a manager, you always need to check your biases. As a manager of a hybrid team, it’s particularly important to quash “proximity” bias—the tendency to prefer employees you see in person over those who are more frequently remote. Start by instilling a culture of “excellence from anywhere.” Regularly show that you value high-quality deliverables, effective collaboration, and innovation over location. This signals to your team that you recognize and appreciate their work, even from afar. Next, establish a more regular check-in cadence with your remote direct reports. Try weekly or bi-weekly to start. This will help you level the playing field by building in personalized, one-on-one face time with the employees you’d otherwise see less often. Frequent check-ins will also give you increased visibility into remote workers’ workloads and performance—as well as a clearer sense of when they need your support. Finally, push for equity at a process level. Ensure that meetings and workflows don’t present obstacles that hamper remote employees’ ability to contribute, participate, and do great work.
This tip is adapted from “What Is Proximity Bias and How Can Managers Prevent It?<https://hbr.org/2022/10/what-is-proximity-bias-and-how-can-managers-prevent-it?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Gleb Tsipursky
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[signature_931968460]<http://www.cste.org/>
Council of State and Territorial Epidemiologists
“Using the power of epidemiology to improve the public’s health”
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From: Jessica Arrazola <jarrazola@cste.org>
Sent: Wednesday, October 12, 2022 4:41 AM
To: Sarah Auer <sauer@cste.org>
Subject: FW: The Management Tip of the Day
________________________________
From: Harvard Business Review <noreply@a.email.hbr.org<mailto:noreply@a.email.hbr.org>>
Sent: Wednesday, October 12, 2022 4:40:59 AM (UTC-05:00) Eastern Time (US & Canada)
To: Jessica Arrazola <jarrazola@cste.org<mailto:jarrazola@cste.org>>
Subject: The Management Tip of the Day
Beware of Proximity Bias. As a manager, you always need to check your biases. As a manager of a hybrid team, it’s particularly important to quash “proximity” bias—the tendency to prefer employees you see in person over those who are more frequently remote. Start by instilling a culture of “excellence from anywhere.” Regularly show that you value high-quality deliverables, effective collaboration, and innovation over location. This signals to your team that you recognize and appreciate their work, even from afar. Next, establish a more regular check-in cadence with your remote direct reports. Try weekly or bi-weekly to start. This will help you level the playing field by building in personalized, one-on-one face time with the employees you’d otherwise see less often. Frequent check-ins will also give you increased visibility into remote workers’ workloads and performance—as well as a clearer sense of when they need your support. Finally, push for equity at a process level. Ensure that meetings and workflows don’t present obstacles that hamper remote employees’ ability to contribute, participate, and do great work.
[Management Tip of the Day]<https://t.a.email.hbr.org/r/?id=hb794652c,16a9035b,16a9035d&e=cDE9P3V0bV9tZWRpdW09ZW1haWwmdXRtX3NvdXJjZT1uZXdzbGV0dGVyX2RhaWx5JnV0bV9jYW1wYWlnbj1tdG9kX2FjdHN1YnMmdXRtX2NvbnRlbnQ9c2lnbmlubnVkZ2U&s=Zg1fBFR9qgYclvrIGNk_BNq-Z4SUQwmhx22uptzlQKE>
Today’s Tip
Beware of Proximity Bias
As a manager, you always need to check your biases. As a manager of a hybrid team, it’s particularly important to quash “proximity” bias—the tendency to prefer employees you see in person over those who are more frequently remote. Start by instilling a culture of “excellence from anywhere.” Regularly show that you value high-quality deliverables, effective collaboration, and innovation over location. This signals to your team that you recognize and appreciate their work, even from afar. Next, establish a more regular check-in cadence with your remote direct reports. Try weekly or bi-weekly to start. This will help you level the playing field by building in personalized, one-on-one face time with the employees you’d otherwise see less often. Frequent check-ins will also give you increased visibility into remote workers’ workloads and performance—as well as a clearer sense of when they need your support. Finally, push for equity at a process level. Ensure that meetings and workflows don’t present obstacles that hamper remote employees’ ability to contribute, participate, and do great work.
This tip is adapted from “What Is Proximity Bias and How Can Managers Prevent It?<https://hbr.org/2022/10/what-is-proximity-bias-and-how-can-managers-prevent-it?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge,”> by Gleb Tsipursky
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