There is also another important factor... mutual respect.
To be stereotypical, I'd go ahead and assume that a majority of people on HN work in tech and likely are paid a decent salary.
The one thing I find in bad leaders (remote or otherwise), and relational in poorly run companies is the lack of trust.
I've worked with leaders who micromanage as much/more than I was when I worked a minimum wage/high supervisory job. This is bad and holds back many employees/companies. It encourages "shared courage" and centralized decision making.
I'm usually amazed at how much responsibility people are given who make over 6 figures, but yet how little decision power they are given. Even when the leader may not have the same knowledge level as their employee.
I've had the pleasure of working with many people who respect that I know how to manage my time, that I know things they don't, and the understand that I appreciate the same about them.
I can imagine how much the "wrong" side of this is amplified when you suddenly aren't around each other all the time.
> I'm usually amazed at how much responsibility people are given who make over 6 figures, but yet how little decision power they are given.
It's an interesting distortion of the inflated tech-skill market I think. I have individual team members doing software who are paid more than entire group leaders doing other things but they are still very immature, and in no way can accept responsibility for more higher level things.
I do agree about the responsibility / decision power point though. To me one of the most powerful motivating forces for tech people is giving them autonomy to make technical decisions themselves. It's somewhat tragic that this is so negative in the large - allow a whole team of engineers to each choose a different web stack and they'll love it, but you're in for a disaster.
To be stereotypical, I'd go ahead and assume that a majority of people on HN work in tech and likely are paid a decent salary.
The one thing I find in bad leaders (remote or otherwise), and relational in poorly run companies is the lack of trust.
I've worked with leaders who micromanage as much/more than I was when I worked a minimum wage/high supervisory job. This is bad and holds back many employees/companies. It encourages "shared courage" and centralized decision making.
I'm usually amazed at how much responsibility people are given who make over 6 figures, but yet how little decision power they are given. Even when the leader may not have the same knowledge level as their employee.
I've had the pleasure of working with many people who respect that I know how to manage my time, that I know things they don't, and the understand that I appreciate the same about them.
I can imagine how much the "wrong" side of this is amplified when you suddenly aren't around each other all the time.