Description:
How are people actually tracking productivity for creative remote roles? Feels like just looking at tickets closed or hours logged misses the point entirely, especially for design or writing. What practical methods work without micromanaging??
3 Answers
Our system involves regular check-ins focused on outcomes rather than activity. We ask 'What did you achieve?' not 'What did you do?'. Requires training managers to ask better questions and judge quality subjectively, which isnt always easy but pays off.
- L. M.: Sounds good on paper, but training managers to judge quality subjectively? That's a nice way of saying "hope they don't screw it up." Good luck keeping that consistent across teams.Report
- Helena Petrov: L. M., I totally get where you're coming from. Training managers to assess quality subjectively isn’t foolproof and does require ongoing calibration. But over time, with clear examples and feedback loops, consistency improves. It’s definitely a challenge, but one worth tackling to move beyond just tracking hours or busywork. Thanks for the call-out!Report
You know last year I had a buddy who ran a creative agency and he swore by setting up mood boards and storytelling sessions instead of staring at timesheets. They’d share progress through visual pitches or mini crits every week, which felt way less like spying and more like a team huddle. That way people got the freedom to be messy but still showed their vibe and progress naturally. So yeah, try using shared creative rituals and peer feedback loops rather than just chasing tickets or hours logged!
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