The Difference Between Presence and Performance
Executives, HR leaders
What does attendance actually evidence about contribution?
Presence is measurable and performance is not its proxy. The research on proximity shows real effects — mentoring, weak ties, visibility — and real bias; conflating attendance with contribution rewards the visible over the effective.
- What proximity research actually shows
- Proximity bias: the career evidence
- Why presence value must be demonstrated per task and team
- Governing the conflation risk
- Proximity and promotion studies
- Remote performance trials (Bloom et al.)
None
Balance
Balance determines when physical presence creates organisational value — replacing attendance arithmetic with an evidence-based presence logic.
Hybrid Work Review
The periodic test of the presence logic against observed reality — whether the principles, team agreements and overlap commitments produce the value they claimed.
Leadership Interviews
Structured one-to-one interviews that surface strategic direction, organisational tensions and workplace success criteria as individual leaders actually hold them.