4 ms·
If you give people more explicit feedback about their performance and hold them accountable only for their performance regardless of where they get the work don
by yosito 8y ago
If you give people more explicit feedback about their performance and hold them accountable only for their performance regardless of where they get the work done, the problem disappears. I get the sense that you're holding yourself responsible for the performance of your employees, but for remote work to be successful, you need to hold the employees responsible. If you find that some employees aren't responsible enough to handle that, don't you want more responsible employees anyway?
- speleding 8y agoYes, I came to the same conclusion: I need employees that don't need to be micro-managed. Changing their behaviour (if that is even possible) seemed to require more effort than I was prepared to put in, so I ended up replacing them. However, I haven't found a good way to assess whether potential hires are good at this. Everyone claims to be an independent self-starter who is great at remote work whilst in the hiring process...
- tkxxx7 8y agoThis is the kind of thing you can suss out of personal references. Of course, many people will provide the best / most reliable (for them) references they possibly can, but you can still get a good signal with the right question. Ex. "Can you tell me about any times ____ pulled through without oversight", or "delivered something both useful and unexpected", etc. Anything that isn't a fast, resounding "yes" with details is probably a "no".
- Implicated 8y agoPotentially filter for people who have a demonstrated history of successfully freelancing. They've likely learned how they work most efficiently already.