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][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. [b]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.[/b] [/quote]

I don’t disagree with you but I think many on this board consider this micromanaging. [/quote]

I'm a huge WFH advocate and what you describe is not micromanaging.

Also, employees can be nimble and use their own judgment and initiative, but still keep the boss in the loop. "Boss, we just got a scope change from Client so I'm going to do x and y. I'll have to postpone z until next week, let me know if that's not ok." 
But, not every level of employee can self-direct like that, and those who can typically cost more. In general - in general! - the less you pay, the more hands-on you need to be with tasking. [/quote]

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