A leader explains how to track remote work without killing trust. His company uses flexible time-logging where employees pick chunks from 30 minutes to two hours and describe what they're doing. Clear policy matters: managers stop asking for constant updates, employees stop feeling watched.
The last point that I want to hit really is the visibility to measure productivity. So Big Brother mentality hurts remote culture. Remote team members do not want to feel like you are tracking their every move and that you don't trust them. But as a company and a leader, you need to know that work is being done. And so there are different ways you can do this, and it's a balance to figure out. But one of the ways is like time tracking and status task reporting, using different software. I'll show you a little bit about what we use. So we use our own system already to do this for our team members, where they can track time in real time. And they can just say kind of what they're working on, what they've accomplished. It can be in chunks. So it could be like a 2-hour chunk, it could be a 30-minute chunk, it doesn't have to be granular. It can be more broad if you'd rather do that. So you set the policy, you set the tone. But this is how we do it so that our managers aren't constantly asking people what they're working on, and our people aren't constantly saying, you know, nobody understands what I'm doing, or they don't know all the things that I've handled today. So it just creates that visibility between the two parties without the pressure of I'm recording your screen, or, you know, I'm constantly asking you where things are at, so that we have that open line of communication, which is really important in remote teams.
