26d • General discussion 💬
How to turn an "average" remote hire into a rockstar without spending a dime more on salary.
We’ve all been lied to about remote work.
The big CEOs on the news are screaming about "Return to Office" because they say remote workers are lazy. They say you can’t get anything done unless you can see the person in a cubicle.
That isn't true.
What is true is that most founders are accidentally sabotaging their own teams.
I recently talked to a guy named Jose. He’s smart and super organized. He hired VAs from everywhere... the Philippines, India, Ukraine, South America.
He gave them SOPs. He gave them training.
And yet, they still failed him. They stopped checking in. They missed deadlines. Productivity leaked out of his business like water through a sieve.
Jose wasn't the problem. His hires weren't the problem.
The problem was a "Ding-Dong Ditch" management style.
Most people think they are delegating, but they are actually abdicating.
Abdication is when you drop a task on someone’s porch, ring the doorbell, and run away. You’re orphaning your projects and hoping a stranger raises them for you.
If you want those "average" hires to perform like $150k-a-year executives, you need to stop orphaning your tasks.
You need the S.T.G.A. System.
This is the system that turns "okay" employees into rockstars. Here is how it works:
1. Support (The "Island" Killer)
Remote work is lonely. When people feel like they are on an island, they stop caring.
Support isn't just "answering questions." It’s making sure they feel like they belong. If they don't feel connected to you, they won't feel responsible for the work.
2. Training (The 6th Grade Rule)
If your training is too complex, your team spends all their brain power just trying to understand the words. They have no energy left to actually do the job.
I tell my clients to write training for a 6th grader.
If a 12-year-old can’t follow your steps, your training is too dense. Simple training reduces "cognitive load." It lets your team focus on the result, not the manual.
3. Guidance (The Gymnastics Coach)
Think of a coach spotting a gymnast during a flip. The coach doesn't do the flip for them. They just keep their hand nearby so the athlete doesn't break their neck.
Guidance is about course-correcting in real-time. Don't wait three weeks to tell them they did it wrong.
Be the spotter.
4. Accountability (The 7-Day Rhythm)
This is where most founders fail.
Our brains are wired for 7-day cycles. If you give someone a 30-day goal, they will ignore it until day 29.
Every single task must be finished in less than 7 days. If a project is huge, break it into tiny pieces.
You want your team to get addicted to the feeling of hitting deadlines. That only happens if the deadlines are frequent and objective.
"Done" should never be a matter of opinion. It should be a fact.
The Bottom Line
As James Clear says, you don't rise to the level of your goals. You fall to the level of your systems.
If your "rockstar" hire just quit or failed, check your system. Did they have Support, Training, Guidance, and Accountability?
If even one of those was missing, you didn't have a bad employee. You had a hole in your pipe.
Fix the pipe, and the rockstars will stay.
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How to turn an "average" remote hire into a rockstar without spending a dime more on salary.
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