Even with a home office, my family or dogs and up demanding a lot of my attention through the day, and it's difficult/frustrating since it takes me out of my mental zone/thought process.
That was a while ago.. now, as a manager, I could try some remote employees, but I honestly prefer having face time with my employees... Most remote workers never want to use webcams (in my experience with 5 remote working peers over my career), which severely impact my communication capabilities (I can't get facial ques or body language from the interaction).
I also delt with a supervisor that hid a work impacting personal problem in his remote working... Over 2 years he did less work and supervising, was hard to reach most of the time, and would (eventually) only communicate by email. If he came into the office, people might have seen that HR needed to provide assistance sooner.
So I think issues like these make the idea of remote work scary to employers... What interview questions can you ask to very "dedicated remote workers" from "easy paycheck remote workers"? How to you improve performance in remote workers if they consistently perform much slower than in office workers?
That's a failure of upper management to demand accountability from him. A lot of people hide a lot of stuff even when they are at the office.
> What interview questions can you ask to very "dedicated remote workers" from "easy paycheck remote workers"?
The same you ask to discern between "dedicated office worker" and "minesweeper-champion office worker"?
> How to you improve performance in remote workers
Promote accountability based on deliverables and targets. Establish always-on communication channels and systems, keeping remotes involved in the decision-making rather than being recipients of orders. Have periodic reviews, particularly if things are slower than expected. And at the end of the day, don't be scared to let people go if they are not meeting expectations, or to put your foot down on things like webcam usage if you really need it.