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Yeah, that's a different story I'll figure out how to properly tell some day as a lesson in what NOT to do. I'm still trying to extract some lessons from that and think what should have been done differently. But if an employee has low morale, (whether working remotely or not), I'd only suggest this: Is there another job inside the company they'd rather be doing? If so, help them do that. If not, let them know it's time to go! Many people will need a push out the door, for their own good, if they're in a rut. Give them clear warning, of course, in case they're in a temporary rut, let them know that this low-morale rut may cost them their job. But if they're still in a funk after months, you've tried to help but it's not helping, and it's hurting business, then let them go. I had to fire a few people in this situation, including my VP!, and most told me a year later that it was the best thing for them. That they really were in a rut and needed to be pushed. |