The Impact of Hybrid Work on Career Growth and Promotions

The way we work has undergone significant changes in recent years. While career success was once tied to a rigid 9-to-5 office presence, today’s hybrid work—where employees split their time between remote and in-office work—has become increasingly common. According to a 2023 report by McKinsey, approximately 58% of employees in knowledge-based roles report having hybrid work arrangements.

At its core, a hybrid working system offers a balance between the flexibility of remote work and the collaboration of in-office interactions. This flexibility can help employees manage their time more effectively, potentially boosting productivity and job satisfaction. However, this model also introduces a notable challenge: visibility. In a traditional office setting, career progression often relies on being seen—whether through spontaneous hallway conversations, direct interactions with leadership, or participation in office culture. For hybrid workers, the lack of physical presence might make it harder to get noticed, raising concerns about career growth and promotions.

So, does hybrid work support or complicate professional advancement? Based on workplace strategy experience, I’ve observed both opportunities and challenges. In this article, I’ll examine the key challenges hybrid workers face in climbing the career ladder—and share actionable strategies to help them stay competitive.

Key Challenges of Hybrid Work for Career Advancement

While hybrid work offers flexibility and improved work-life balance, it may also introduce hurdles that could impact career progression. Employees working remotely part of the time might find themselves at a potential disadvantage compared to their in-office peers, particularly regarding visibility, networking, and leadership opportunities. Let’s explore the key challenges hybrid workers often navigate.

Visibility and Recognition: The “Out of Sight, Out of Mind” Problem

One of the common obstacles for hybrid employees is staying visible in the workplace. In a traditional office setting, career growth frequently stems from being seen—whether through casual conversations with leadership, impromptu brainstorming sessions, or participation in team activities. However, hybrid workers might fade into the background, potentially making it harder to receive recognition for their contributions.

Example: A 2022 study by Microsoft found that 87% of hybrid workers reported feeling productive, but only 12% of leaders expressed confidence that their teams were effective when working remotely. This perception gap could influence how managers assess performance, possibly affecting promotions and career opportunities.

Networking and Office Politics: Missing Out on the “Watercooler Effect”

Career growth isn’t just about completing tasks—it’s about building relationships. Informal office interactions, such as coffee breaks or hallway chats, often play a role in building trust and uncovering opportunities. Hybrid employees, however, may miss out on these unstructured networking moments, which could make it more difficult to stay informed about office dynamics.

Example: A Harvard Business Review report suggested that employees who frequently engaged in face-to-face interactions with leadership tended to be promoted more often than those who worked remotely most of the time.

Perceived Commitment: The Unspoken Preference for In-Office Employees

Even in companies that embrace hybrid work, managers might unconsciously favor in-office employees when making promotion decisions. Physical presence is sometimes equated with commitment, reliability, and leadership potential—though this isn’t always accurate.

Case in Point: A 2023 survey by the Society for Human Resource Management (SHRM) revealed that 42% of managers acknowledged they were more likely to promote employees who came to the office regularly, even if performance was comparable. This “proximity bias” could disadvantage hybrid workers.

Bias in Promotions: The Lack of Clear Hybrid Work Policies

Many organizations are still adapting to hybrid work, and unclear promotion criteria might unintentionally favor in-office employees. Without transparent policies, promotions may not always reflect equal or superior results from hybrid workers.

Example: A 2022 World Economic Forum report indicated that remote and hybrid workers were 32% less likely to receive performance-based promotions than their in-office peers, often due to unstructured evaluation processes.

Strategies to Maximize Career Growth in a Hybrid Environment

Thriving in a hybrid work environment often requires strategic visibility, proactive engagement, and leadership presence. Without in-person interactions, employees should consider being intentional about showcasing their contributions and building professional relationships. Below are five practical strategies to help hybrid professionals enhance their visibility for promotions and career growth.

Proactive Communication: Keep Leadership Aware of Your Contributions

When working remotely, being out of sight could lead to being overlooked. To address this, hybrid employees can focus on strategic self-advocacy.

Actionable Steps:

• Send regular status updates – A weekly or biweekly email summarizing key accomplishments can help keep leadership informed.
• Be vocal in meetings – Contributing to discussions, asking questions, and offering solutions can reinforce your presence.
• Schedule one-on-one check-ins – Regular touchpoints with managers may help align expectations and demonstrate commitment.

Example: A senior analyst at a global tech firm shared that sending a Monday “weekly impact” email to their manager appeared to contribute to their promotion, as the leadership had clearer visibility into their work.

Building a Digital Presence: Stay Visible Beyond the Office

In a hybrid setup, your online presence can be just as important as in-person interactions. Leveraging digital tools may help ensure your work and expertise remain recognized.

Actionable Steps:

• Engage in company platforms – Actively contribute to internal communication tools (Slack, Teams) by sharing insights and feedback.
• Leverage LinkedIn – Posting updates on industry trends and achievements can bolster your professional credibility.
• Present in virtual forums – Hosting webinars or team updates might enhance your visibility.

Industry Insight: A McKinsey report found that employees who engaged in internal digital communities were 30% more likely to be recognized for promotions than passive users.

Intentional Networking: Build Relationships with Key Stakeholders

In a hybrid world, networking often requires deliberate effort.

Actionable Steps:

• Book virtual coffee chats – Schedule short video calls with colleagues and leaders to maintain connections.
• Attend in-person team events – Use office days to interact with decision-makers.
• Find a mentor or sponsor – A mentor can provide guidance, while a sponsor might advocate for your growth.

Example: A marketing professional found that scheduling one networking chat per week strengthened relationships and led to an internal referral for a leadership role.

Demonstrating Leadership Virtually: Show Initiative & Drive

Leadership isn’t limited to physical presence. Taking initiative and solving problems remotely can signal readiness for advancement.

Actionable Steps:

• Volunteer for high-visibility projects – Leading cross-functional initiatives may increase your exposure.
• Coach and support colleagues – Helping others can highlight leadership qualities.
• Initiate solutions – Presenting action plans for challenges might demonstrate critical thinking.

Example: A project manager who led a company-wide system transition remotely was promoted, showing virtual leadership can be impactful.

Mastering Hybrid Performance Reviews: Showcase Your Achievements

Hybrid employees may benefit from documenting their impact for performance reviews.

Actionable Steps:

• Maintain an achievement tracker – Log projects, KPIs, and leadership efforts.
• Use data and storytelling – Highlight measurable outcomes (e.g., “Improved efficiency by 25%”).
• Align with company goals – Show how your work supports business objectives.

Industry Insight: A LinkedIn report suggested employees who documented accomplishments were 40% more likely to secure promotions than those who didn’t.

Navigating Hybrid Work: From Uncertainty to Career Growth

The hybrid work model has reshaped career navigation. While it offers flexibility, it may also create obstacles to advancement. Many employees worry about recognition, networking, and promotions when not always physically present.

If you’ve wondered whether remote work could disadvantage your career, you’re not alone. Studies suggest remote employees are sometimes overlooked for promotions. However, with the right approach, you can navigate these challenges effectively.

Understanding the Challenges: Why Career Growth Feels Harder in Hybrid Work

Common hurdles include:

• Potential visibility issues – Physical absence might reduce recognition.
• Fewer networking opportunities – Informal interactions may decrease.
• Possible bias in leadership decisions – In-office employees might be favored.
• Unclear hybrid policies – Remote workers could be excluded from career discussions.

Final Thoughts: The Future of Hybrid Work and Career Progression

The future of hybrid work appears appealing, with flexibility and innovation shaping career paths. As trends evolve, more companies are likely to adopt hybrid models, potentially improving collaboration tools and policies to support all employees.

To succeed in this environment, consider focusing on:

• Proactivity – Building a digital presence and networking strategically.
• Adaptability – Embracing new tools and ways of working.
• Intentionality – Demonstrating leadership and documenting achievements.

Hybrid work doesn’t have to limit career growth—but a lack of strategy might. By staying adaptable and proactive, you can position yourself for success in the evolving workplace.

Published by Jeremy S.