People leave managers, not companies
One of the issues I&#x27;ve had that isn&#x27;t mentioned here is the value of mutual trust. Communication and trust are the two cornerstones of a really solid manager &lt;-&gt; managee relationship in my experience. Whether that lack of trust manifests itself as micro-management, constant check-ins, or a constant threat of surveillance it can easily turn an above average performer into an apathetic and demoralized employee.<p>I used to work remotely for a company that spanned more than a few timezones, with a wonderful daily team manager and a not-so-great weekly department manager. Learning that my minutes and output were constantly monitored completely destroyed my trust with the latter, and had me searching within the week. My reaction to that was so strong I actually considered it a fortune when I was laid off for unrelated reasons rather than having to quit.<p>I would be reprimanded for signing on five minutes later than usual despite being on a team of individuals that spanned multiple countries, and would get a questioning ping if I was offline for more than 10 minutes (especially problematic if you&#x27;re the type of programmer to write or plan code on the whiteboard &#x2F; paper first). Extremely draining to deal with that sort of nonsense and mistrust.<p>Please, managers of the world, trust your employees! You have performance metrics for a reason!