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When I see takes by (dino) business leaders on how remote work reduces productivity, I roll my eyes. Not because I’m a devout Team Remote homer. But because I’ve seen the opposite problem:
????Remote team members who work themselves to the bone. To the point that I worry about self-imposed burn out.
If you built a good environment, have rewarding work, and (…wait for it…) hire well, you shouldn’t have the “people are slacking” problem. Or the “people are taking advantage of unlimited PTO” problem.
Instead, you’re probably going to run into the “am I doing enough?” problem. Or the “have I proven myself to earn this week off?” problem.
I’ll make up an oh so totally fictional example. There’s this guy. We’ll call him Brian. Brian is a exceptional marketer. All the skills. Product marketing, digital strategy, project management, etc.
Everything you could hope for when you’re launching a new software product. And a new website. Simultaneously.
Do I worry the work isn’t getting done? Never.
But I do worry that sometimes (read: all the time) Brian overdoes it. He’s one of those lunatics who likes to “hit deadlines” and “take pride in his work.”
Sounds great right? But when I get an email at 8pm or see 40 tasks in Asana, my mind goes to “oh god, is he going to be ok?” Then I try to think about the last time he took a full week off.
And that’s the real challenge we remote managers face. If we could visually see team members undergoing signs of work stress, our jobs would be easier. But we wouldn’t be able to hire most of these A players because they live in, I don’t know, Cincinnati or somewhere.
That’s the challenge I (we) must accept. Set expectations and find ways to communicate that fends off burnout.
And remind everyone to take a week off.
View full The 10 Minute Talent Rant, Episode, 47: “Un-Scamming Unlimited PTO” here.
Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.
🎧 Rethinking HR: Strategy, Growth & the Post-Corporate Shift
We sat down with Malvika Jethmalani—3x CHRO turned founder of Atvis Group—to talk about what great HR really looks like in 2025.
From performance management and manager effectiveness to people-first AI transformations, Malvika shares what companies are getting wrong—and how to fix it.
She also dives into the perks (and real challenges) of leaving corporate life to start her own advisory firm.
Whether you’re leading HR or just partnering closely with it, this one’s packed with practical wisdom.
Episode 12