Originally published May 17th 2022 on Medium

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The benefits of remote work are undeniable. No commutes, increased schedule flexibility, the ability to travel more and work from anywhere in the world, but what are the hidden costs of remote work?

As more organizations embrace hybrid and remote work, a new hurdle has come about for remote workers which has been informally dubbed: the Zoom Ceiling.

According to inc.com, the term was conceived by psychologist Elora Voyles, who works as a people scientist at TINYpulse. According to Voyles, this phenomenon is a new barrier that impacts remote workers by managers passing them up for promotions over in-person colleagues.

Trevor Larson, CEO and founder of Nectar, an employee recognition HR software company, witnessed this occurrence even prior to the pandemic-led switch to remote work.

“It wasn’t always intentional, but I think there was a general feeling that in-office employees were more ‘serious’ about their work,” he says. “Remote workers were often seen as more of a perk than an essential part of the team.”

So, how do you overcome this new barrier as a remote employee?

Overcoming the Zoom Ceiling:

• Seek out opportunities: Your ability to find and recognize opportunities for recognition needs to improve a great deal while working remote, says Larson. “The first step is to start paying attention to the way your in-office colleagues are treated. Are they being given opportunities that you’re not? Do they seem to be more included in decision-making? If so, start asking questions. Find out why they were chosen for those opportunities and what you can do to be considered for them,” he says.
• Keep your camera on during video calls: Make sure you’re visible during video calls, says Brian Snedvig, CEO and founder of Jofibo, a Danish-based Resume Builder and career advice resource. “If you’re on a video call, make sure you’re actively participating. Mute yourself if you need to, but try to stay engaged in the conversation,” he says.
• Make moves to stand out: You need to be proactive and put yourself out there, says Erik Hansen, management consultant at the Right People Group, a London-based IT recruiter. “Make sure you’re included in all the important meetings, even if you have to join by video call,” he says Also, “don’t be afraid to speak up — your voice is just as valuable as anyone else.”
• Eye promotion opportunities: I would tell remote workers to keep a close eye out on their work channels for opportunities, says Beth Schubert, owner and content and press director of Own the Grill, an online publisher for all things grilling where she manages a team of four. In addition to this, employees shouldn’t be afraid to reach out and ask management if there are any job vacancies available, she says. “Keeping up the communication and asking questions is essential.”

How Managers Can Help:

As a supervisor you’ll want to make sure you’re offering the same professional development opportunities to both remote and in-person employees, says Larson. That way, everyone has a chance to improve their skills and grow within the company.

It is also helpful for employers to standardize their performance evaluation metrics for all employees with expectations that are clear and measurable and fair for everyone, says Soumya Mohan, co-founder and COO of Poised, an AI-powered communication coach that joins in online meetings to provide personalized feedback and lessons.

“With more management minds dedicated to making hybrid workforces fair and equitable, the zoom ceiling can easily become a thing of the past,” she says.

Snedvig agrees with this advice, noting that being as transparent as possible about job assignments and promotions up front will ensure that everyone has a fair chance at opportunities.

“Don’t inform only the in-person employees about an open position — make sure to include the remote team in the announcement as well,” he says.

Thoughts from BluXinga:

Employee evaluations shouldn’t discriminate between remote and in-person staff. This is why apps like BluXinga, which are purpose-built to enhance employee-employer relationships, will be crucial for ensuring remote workers aren’t overlooked.

Parting Thoughts:

As a worker, ensuring you’re treated as an equal to your colleagues who work in-person is absolutely vital. The same goes for managers, it’s important to rethink how your organization treats employees, whether they work remote or not. Use these tips to shatter the glass ceiling before it is sealed.

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