One of the best business decisions I ever made was building a remote team.

No pointless meetings.
No micromanagement.
No wasted hours commuting just to sit in a cubicle.

But if you listen to the corporate world, they’ll tell you remote work is a lazy free-for-all—employees lounging in pajamas, binge-watching Netflix, and “working” between naps.

That’s nonsense.

The truth is, great employees don’t need a babysitter.

Big companies drag workers back to the office because they confuse control with productivity. But the best teams aren’t caged. They’re free-range.

If you build your team correctly, you’ll get higher performance, greater efficiency, and world-class talent—without wasting time and money on office politics.

Why Remote Teams Outperform Office Teams

A big part of my success has been hiring the best talent—not just the closest talent.

When you limit your hiring to people within a 30-minute commute, you’re choosing from a tiny, mediocre talent pool. But when you hire remotely, you unlock access to the best people in the world.

And the best people?

• They don’t want to be micromanaged.
• They don’t measure productivity by hours in a chair.
• They want to be judged by results, not time spent looking busy.

I’ve built remote teams across the U.S., Canada, Australia, the Philippines, South Africa, Colombia, and Germany.‍

My team members skip brutal commutes, are present for their kids, and can travel without begging for permission.

And guess what? They outperform most in-office teams.

Whenever I talk about remote hiring, I get the same questions:

• How do you trust remote employees?
• How do you monitor them?
• How do you make sure they’re actually working?

Short answer: You don’t “manage” remote workers. You hire A-players and track what actually matters.

1. Stop Hiring for Convenience—Hire for Attitude

Technical skills can be taught. Work ethic, initiative, and a hunger for results can’t.

A-players:

• Take ownership of their work.
• Hold themselves accountable without needing constant supervision.
• Push for results instead of just “doing tasks.”

When you hire self-motivated, high-performance employees, you don’t need to micromanage.

2. Set One Clear Priority (Not a Laundry List of Tasks)

Give your team multiple priorities, and they’ll focus on the easiest one.

Instead, set one standout goal—the metric that, if hit, makes everything else fall into place.

For example:

• A marketing coordinator’s #1 job is to drive qualified leads into your business consistently.
• A sales team’s #1 goal is closing deals, not just making calls.

Define what success actually looks like—then let them own it.

3. Track Outcomes, Not Hours

Bad metrics = bad results.

• Tracking hours worked is meaningless. Someone can sit at a desk all day and produce nothing.
• Counting tasks completed doesn’t guarantee business impact.

Instead, track:

• Revenue-driving KPIs
• Quality of execution
• Consistency in results

The best employees want to be measured by impact, not busyness.

A-Players Scale Businesses—Mediocre Employees Drain Them

I’ve hired over 300+ marketing coordinators for my clients, and I’ve seen firsthand the massive impact a great hire can have.

• One client quadrupled their business after hiring the right marketing coordinator.
• Another eliminated 20+ hours of work per week by hiring a remote project manager.

A great hire doesn’t just take work off your plate—they scale your business. But only if you hire right.

Ready to Build a Remote Team That Actually Delivers?

At Lean Marketing, we help businesses hire and train world-class marketing coordinators—so you can grow without wasting time on the wrong people.

• We’ll help you find, hire, and onboard A-players.
• We’ll ensure they’re accountable and results-driven.
• We’ll make sure they help scale your business—not just fill a role.

If you’re ready to build a high-performing remote team, book a free Lean Marketing Audit today.