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][quote=Anonymous][quote=Anonymous]I have been a remote worker for 15+ years. The key is clear production expectations. I have always worked with very specific production quotas. I have to get X amount of work accomplished per week. Anyone who does not meet quotas is OUT (this has been for all the companies I have worked for). My employers have all had clear evaluation times as well: quarterly, monthly...It is not always pleasant, but keeps everyone honest. [/quote]

What if the job doesn’t lend itself to production quotas?  I hear this all the time but my field (litigation support) requires the completion different tasks of varying complexity and priority on a weekly basis.  And typical on project is, at some point, put on hold for a higher priority project.

I am not the OP but trying to understand how clear deliverables and production quotas work in fields that require an employee to be nimble and perform a variety of tasks. 
[/quote]

In a case like this I would assume the supervisor is giving assignments with due dates and updating the employee when new things become a priority. Then there may be longer term projects employee works on in the background when there's no pressing assignment. A shared document with a list of matters and progress made should be fine. Just as in the office, supervisor should be able to easily reach employee during business hours for an update or a copy of the work done to date whenever needed. [/quote]

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