Quantified Objectives

by Rick Frauton / Jan 13

My work as a digital nomad is compensated based on detailed invoices that I submit on a weekly basis. Each line of my invoice describes in detail the project I worked on and the amount of time I spent on it. At the end of the week, my payment directly reflects my productivity. This keeps me motivated to be as productive as I can be or I suffer the consequences. I would recommend this type of relationship to any digital nomads and their managers, as opposed to a salaried position.

However, there will be some cases where salaried workers work remotely, if only on occasion. Under these circumstances I would recommend that salaried digital nomads and their managers create a weekly (if not daily) plan to accomplish a mutually agreed upon set of tasks. I will add that a realistic approach to setting goals and timelines is key to making this type of relationship work effectively. Some managers like to ask for more than what can realistically be accomplished in a given time period as a means of getting their workers to ‘try harder.’ However, this can often lead to undue stress on the part of the worker, and risks establishing a pattern of missed deadlines. This is an unhealthy working relationship that will probably not last for long.

Instead of always asking for more, I would suggest to those who manage digital nomads to discuss goals and set timelines in a dialogue with workers. When both parties agree on a realistic set of goals for a given time period, the worker is then accountable for getting the job done. Of course there will always be unforeseen variables that affect the timely completion of certain tasks, so it is the responsibility of digital nomads to maintain regular (at least daily) contact with their managers to keep all concerned abreast of their progress. If a digital nomad consistently fails to deliver or communicate, then he or she is unfit for the job and should be replaced.

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