Manage Outcomes, Not Online Time
Use outcome-based goals to manage remote work without relying on online presence as a performance signal.
The green dot is not a performance system. Outcomes create a fairer remote signal OKRs ask what should be achieved and how progress will be verified. That helps remote managers avoid overvaluing the behaviors that are easiest to see: instant replies, meeting airtime, and long visible hours. Those signals can support collaboration, but they are not the same as impact. Autonomy needs a scorecard Remote autonomy works when people know the target and the evidence. A key result should be measurable enough that progress can be discussed without personality debates. 'Improve onboarding' is vague. 'Cut time-to-first-merge from 10 days to…
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