Reply to How to get remote employees to actually do their jobs so that I don't have to make them come in the office?

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[quote=Anonymous]If you can define what an employee needs to complete, and by when, then the person can structure his/her time and report to you. 
When I had to travel abroad to adopt a child, I had the most wonderful supervisor who said as long as he knew exactly what was I was doing, and if my projects were on schedule, he would support me with uptight management that wanted your butt in the chair. I emailed him every day with status reports--I was so grateful. (And more productive than I would have been in the office, even though my hours were wacko). Some projects fell behind, and they would have even if I'd been in the office. We had a huge, public status chart with our projects and detailed descriptions of where things were. 
After I returned, people said they were glad that chart went away. But you could think of instituting one --it's like micromanaging, but publicly. Threats can work ("unless XYZ project is completed by the March deadline, we'll have to come into the office to finish it") and so can carrots ("if we finish this project by the end of the month--two weeks before the client expects it--I'll give you an extra paid day off" or whatever.) It CAN work! If it doesn't, you have to warn people and start interviewing new people who will work on site. [/quote]

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