Hi Daniel, I won't comment on your thought process and won't try to change your mind. I'm running a remote team as well (software development). Objectively, an

Hi Daniel, I won't comment on your thought process and won't try to change your mind. I'm running a remote team as well (software development). Objectively, any tool that you install on your employees computers can likely be circumvented by the most motivated worker. Monitoring will set the expectations for employees to spend XX hours on the computer doing work related tasks. This is only a proxy for what you are really trying to achieve: high productivity. There are a few caveats to the approach of monitoring employees for hours logged: - it sets the expectation as time spent instead of productivity - maximizing hours in front of a computer is counter productive to maximizing productivity. This is mostly true for creative work (programming, design, problem solving, etc.). I won't post links, don't take my word for it, do your research. - you will miss out on a lot of very good employees. Top performers can (usually) easily get a job. Monitoring employees has a negative connotation. This is anecdotal but I know a few top programmer and they will run away as fast as possible from your company. Rather than intrusively monitoring, look at your high performers and use that as your base productivity. That could be your expectations for all employees (again, I don't necessarily condone this but you seem to have very high expectations). Add a bit of flexibility to this as not everybody is always top performing (personal life, preoccupations, etc.). Then, the non top-performer will need your help in getting to top-performer. By coaching them, you can then focus on these less performing team members and get them on a growth path to meet your expectations. You will have to cut people whom you think will never meet your expectations. best of luck