Well after really thinking to the heart of the matter, I'd say hire the smart and hardworking people, and fire quickly if you accidentally do not. My mistake in the whole issue was giving chances and being patient. I should have fired him as soon as I noticed he started showing up online less and less (which I did after the first week).
As long as you limit who works for you to the smart and hardworking, the other metrics (daily check-ins, hourly pay) are not necessary.
Having said that I found that paying new people hourly or per-project also saves a lot of aggravation. Switch to salary only after they've earned your trust.
Chris Nystrom wrote:
On 12/31/06, Kevin Jenkins <gameprogrammer@xxxxxxxxxx> wrote:I just learned a telecommuter management lesson the hard way.So what is the lesson that you learned? And how would you do it differently if you had it to do over again? I guess the question is how do you prevent the low productivity teleworker? Make him check in his code everyday? How was he being paid, by the hour, by the project or what? Chris
--------------------- To unsubscribe go to http://gameprogrammer.com/mailinglist.html
