How many rules do you bend for your top performers?

As long as they are overproducing; I’m happy.

If

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individuals that exceed expectations regularly

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Then why would I give a shite about

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yet frick off often (td.com, etcetera)

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Just don't let me catching you fricking off honestly, be on point when I'm around and fulfill your job requirements. Even if someone completes the bare minimum but I never catch them screwing off I'd rather that then someone who's diligent and tries but can't do the job.

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Just don't let me catching you fricking off honestly, be on point when I'm around and fulfill your job requirements. Even if someone completes the bare minimum but I never catch them screwing off I'd rather that then someone who's d

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This seems pretty honest.
Thank you.

Getting to do pretty much what you want, when you want, is a huge perk. If they perform, let em or get ready to pay em more or face losing them.

Fricking off can become contagious and pretty soon the mediocre workers will think it’s ok for them to do so as well. It also makes it harder to enforce policies on the mediocre worker when you aren’t doing so with the peak performer. It’s a fine line to walk.

Generally I prefer A but I can see different standards for different jobs.

Reading all these work threads makes me realize how much most people’s daily lives are monotonous and shitty

I work from home and (try to) solve complex problems (data not existing makes it harder than it should be)...my boss wouldn't care if I only worked from 11pm-5am tweaked out of my gourd. I'm on travel to a clients site next week though...so no tweaking. Project due in three weeks, better be done no matter what...still have no idea how I'm going to work it out. Massive hand waving.

Depends on situation. Had a brilliant employee that gave two shits (showed up late, left early, probably played video games at work, and did the minimum for his pay grade). However, when pressure was on he would knock it out of the park in presentations with management, meetings with people outside the company, and regulatory hearings. We were not going to fire him, but had tough discussions that he will not receive promotions until he could perform his potential in a weekly basis let alone daily. We figured we had a hired gun when we needed and he did get some other work done. Also, he could quit (he complained about his pay) but we just told him we know he is lazy and he can leave if he wants but there is not a company out here that will let him get away with what he is doing. I gave him three options: 1) quit, 2) keep being lazy and not get a promotion, 3) be a better employee and the sky is the limit