I suddenly have a feeling that remote work is only for A+ performers only and not for anyone who is not self motivated, self driven and cannot work without managers - especially in the indian context. For small tasks and freelance projects - remote hiring was a charm and always worked, but full-time is when it gets tricky... Getting this after I started hiring remotely and assigning tasks on salary What do you guys think? Have you ever hired and felt the same before?

Hmm... We have 3 other folks in our company - remote - from India. I don't feel the same.

A+ Performers, maybe But, Yeah - I can definitely be wrong and biased for sure! I want to be wrong actually 🙂

Finding self-driven, motivated people who can work without managers is hard, even for non-remote, regular jobs. It’s always a battle between finding self-driven talent (hard to find) and setting up complex management to get performance out(overhead expense?). Building teams is hard, one way or another. But it’s also the key for organic and sustainable growth.

So that is interesting - the more I think about. I cannot attach label A+ to anyone because that is purely subjective. I see it as someone who is a good fit for you (who will get your work done) and someone who isn't (who will not be able to get your work done). In that rationale, I would never hire someone who is not a good fit. How are you categorizing A+ and B+ folks? And if you know they are B+ folks - who won't get your work done, why hire them in the first place?

Remote work has nothing to do with A+ performance or Self Motivation or what ever other adjectives / connotations you add to the spin. It is about being able to work from where you want to while being able to consistently deliver what is asked / expected / agreed of you. The Focus on remote is primarily to reduce time wastage and increase output / throughput and efficiency since the cognitive overload of other tasks is reduced - you do not have to schedule time for commute / running your errands / childcare / whatever else.

Exactly! In addition, a teams performance is way more important than individual work efficiency in companies. A probation period in corporate solves this, in remote teams it varies from doing a test task during hiring process to doing a paid contract project before going onboard as employee.

It is about being able to work from where you want to while being able to consistently deliver what is asked / expected / agreed of you.

I think you described WHAT of remote work. But HOW of remote work does require a certain sense of self motivation. And I do agree that A+ performers analogy is incorrect.

What can be bigger motivation than: If I don't do good work, I'll get fired? 🙂

How is an integral part of work. Remote is just Where! Trying to make a process out of it is a futile attempt at it

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Thoroughly agree @straight-continent-34777. In one of my orgs, we were supposed to spend 9 hours of “productive” work ( don’t ask me what that is). End of each week, discuss our outputs and continually tweak actual hours spent, update outputs etc. You get the drift. Reality is you don’t always get to do 8/9 hours of work. If your work primarily involves deep work then such a schedule becomes difficult and stressful on a daily basis. Also it doesn’t make sense when your business and product direction changes every now and then

This is JUST not possible! And its stupid enough to think it works. I'd say this is the root of all evil in the org...

thanks guys, makes sense

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