Hybrid Hurdle: Career Expert Warns New Jersey Remote Workers May Be Missing Promotions Without Realizing It

• Career.io’s Amanda Augustine says remote workers risk being passed over for promotions simply because they’re not physically present. 
• Even high performers need to share their wins and stay top of mind to advance in hybrid environments.
• Interviews with Amanda Augustine available.

the staff of the Ridgewood blog

Hybrid work was meant to offer the best of both worlds. But according to career expert Amanda Augustine from career.io, an all-in-one platform for career guidance and success, it may also be quietly holding some professionals back, especially New Jerseyans who’ve embraced the remote side of the equation a little too fully.

“People assume that if they’re doing good work, someone will notice,” said Augustine. “That’s a nice idea, but the reality is, when you’re not physically in the office, it’s easier to be overlooked.”

It’s not just about small talk around the water cooler. Being visible in the office can still play a big role when it comes to who gets tapped for high-visibility projects, promotions, or even informal planning conversations. And more often than not, the exclusion isn’t intentional.

“Most managers aren’t purposely leaving remote workers out,” Augustine explained. “But when they’re making quick decisions or thinking about who’s ready for the next step, they tend to go with whoever’s top of mind. And that’s often the person they just saw in the hallway or sat next to in a meeting.”

That’s why career.io is encouraging New Jersey professionals to be more intentional about how they maintain visibility, especially if they’ve settled into a mostly remote rhythm. Being good at your job is only part of the equation. Making sure people know about it matters, too.

Performance vs Presence
The assumption that performance will naturally rise to the surface doesn’t always hold up in hybrid environments. “In an office, people naturally pick up on your work,” said Augustine. “They overhear you on calls, see you interacting with senior leadership, or watch how you handle tough situations in real time. Remote workers don’t get to have that same exposure.”

To offset that gap, Augustine recommends finding natural ways to share your wins. “It’s not about bragging. “It’s about making sure your efforts are visible, whether that’s looping your manager in when something goes well, sending a quick Slack message to recap a success, or proactively sharing updates during check-ins.”

Make Your Face Time Count
Augustine suggests that hybrid employees be strategic about their in-office days.. “Try to align your office time with when your boss or key stakeholders will be there,” she suggested. “You don’t need to be in the office every day, but when you are, make it count.”

That could mean scheduling a coffee catch-up with a colleague or staying a little longer after a meeting to connect informally. These small interactions can help build relationships and keep you top of mind. “Relationships matter – and they’re often built in between the meetings, not during them,” said Augustine.

Build In-House Allies
Augustine also recommends building a network of “office allies,” colleagues who are regularly on-site and can help keep you connected to the water cooler chatter and keep your name in the mix when you’re not there. “It’s helpful to have people who can speak up for your contributions when you’re not physically there,” she said. “You don’t need a formal sponsor; sometimes just having a trusted coworker who’s in the loop makes a big difference.”

Remote workers can also benefit from being more deliberate in how they share success. A short message in the team chat, a quick weekly or monthly recap for your manager, or highlighting positive feedback you received are simple ways to keep your role visible without appearing self-promotional.

Younger Workers May Be Hit Hardest
According to Augustine, early-career professionals and those trying to climb the corporate ladder are most at risk of slipping through the cracks.

“More seasoned employees often have established a reputation, track record, and trust,” she said. “But if you’re still building yours, or trying to level up, it’s harder to do that if you’re always behind a screen.”

That’s why career.io is urging hybrid workers to think of visibility as a skill – one that can be practiced and refined over time. “Treat it like part of your job,” said Augustine. “Because it is.”

Employers Also Have a Role to Play
Of course, the responsibility doesn’t fall entirely on the individual. Augustine says New Jersey-based employers also need to be aware of proximity bias and take active steps to prevent it.

“Leadership teams should audit their promotion and project assignment data, and ask themselves whether remote employees are being unintentionally overlooked,” she said.

Even so, in today’s workplace, hybrid employees need to be more intentional than ever before. “You don’t need to be the loudest voice in the room,” said Augustine. “But you do need to be in the room sometimes, or at least make sure your work is.”

 

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