I'm sorry it didn't work. I wished you had Asked HN, I suspect a lot of us remote workers could have offered valuable input (if you did that, then I'm sorry fo

I'm sorry it didn't work. I wished you had Asked HN, I suspect a lot of us remote workers could have offered valuable input (if you did that, then I'm sorry for missing it). At the top of the list, I'd say you were measuring the wrong benchmarks. Consistent work schedules shouldn't be a goal with remote workers: attaining specific, measurable objectives should be. On the other hand, lack of communication is a problem, as long as you weren't wanting updates 3-4 times a day (once a day at most should be entirely sufficient -- wanting more frequent updates points to trust issues). I'm guessing you either hired people with no remote experience, or you hired lazy people (or both!). However, to be fair to your workers, I should also point out that sufficiently poor management and co-workers can frighten off even the best, most motivated remote workers (and I have no way to tell if your claims of not being a good manager are just false modesty). For anyone reading who's struggling with remote workers, your top hiring consideration -- right alongside their job expertise -- should be demonstrable experience as a successful remote worker. The more the better. Remote work takes a certain kind of person, and even highly talented people who are primarily motivated by external feedback will struggle at remote work.