<story><title>Why Bad CEOs Fear Remote Work (2021)</title><url>https://scottberkun.com/2021/why-bad-ceos-fear-remote-work/</url></story><parent_chain><item><author>jawns</author><text>I am at a point in my career where I can be selective and only consider 100% remote roles. I am also a manager, so I understand some of the management challenges that lead people to dismiss or be skeptical of the claim that remote work can be just as effective as office work.&lt;p&gt;One thing I will admit: It is harder, as a remote manager, to manage low performers or people who show signs of disengagement. You can get more out of an office worker who lacks intrinsic motivation than a similar remote worker.&lt;p&gt;But that&amp;#x27;s not a knock on remote work itself. You just have to have the right people on the team, just as in any other circumstance.</text></item></parent_chain><comment><author>the_af</author><text>I agree with you a fair assessment is warranted. Dismissing the downsides of remote work leads to unrealistic expectations&amp;#x2F;conversations.&lt;p&gt;That said,&lt;p&gt;&amp;gt; &lt;i&gt;You can get more out of an office worker who lacks intrinsic motivation than a similar remote worker.&lt;/i&gt;&lt;p&gt;Is this because for an office worker it&amp;#x27;s harder to disguise the lack of motivation? Or are they pressured into going through the motions even if they don&amp;#x27;t feel like it? I wonder if this is a good thing at all.&lt;p&gt;Let me explain: as a fully remote worker, there are days I don&amp;#x27;t feel like working. On those days, I&amp;#x27;ll slack off. My work won&amp;#x27;t suffer because on the longer term I&amp;#x27;ll achieve my objectives; I&amp;#x27;m just not wasting time pretending to work when I don&amp;#x27;t feel like it. My mental health is better as a result. This wouldn&amp;#x27;t be possible if I was at the office, because this isn&amp;#x27;t a socially acceptable mode of working.</text></comment>
<story><title>Why Bad CEOs Fear Remote Work (2021)</title><url>https://scottberkun.com/2021/why-bad-ceos-fear-remote-work/</url></story><parent_chain><item><author>jawns</author><text>I am at a point in my career where I can be selective and only consider 100% remote roles. I am also a manager, so I understand some of the management challenges that lead people to dismiss or be skeptical of the claim that remote work can be just as effective as office work.&lt;p&gt;One thing I will admit: It is harder, as a remote manager, to manage low performers or people who show signs of disengagement. You can get more out of an office worker who lacks intrinsic motivation than a similar remote worker.&lt;p&gt;But that&amp;#x27;s not a knock on remote work itself. You just have to have the right people on the team, just as in any other circumstance.</text></item></parent_chain><comment><author>willcipriano</author><text>Might be easier to manage if top performers were rewarded in a meaningful way.&lt;p&gt;If the top performer is getting a 3 percent raise this year, the &amp;quot;slacker&amp;quot; is probably higher paid on a per hour basis considering they work less.&lt;p&gt;When the top performers start buying vacation homes and sports cars as a reward for being one, I&amp;#x27;d wager the unmotivated might start moving.</text></comment>