- A concrete sense of accomplishment?
- A medium through which to grow as a developer / leader / person?
- Obligation / duty to a worthy cause?
- Hanging out with people you like?
- Recognition from people you respect?
- A sense of your own value in society?
- Accountability and structure?
- A stepping stone to some future goal?
It sounds like you might be lacking some of these, and so would have trouble passing that on to employees. A mercenary culture seeps in.
The first person I'd turn to is your cofounder. How does he see it, what are his expectations, is this something that he can take off your plate, etc.
After that, I'd schedule 1-on-1s with your remote employees - in person if you're close, video otherwise. What are their personal and professional goals? How can you position working for you as being directly in line with those?
Translated from sci-hype-speak: Aerobic exercise can help maintain brain size after age 60.
"[T]his meta-analysis found no effects of exercise on total hippocampal volume, but did find that exercise interventions retained left hippocampal volume significantly more than control conditions."
I've kept a similar todo list in a Trello board since last year. It acts as an indispensable reminder of priorities and progress — like an analytics dashboard for life.
While it's somewhat useful as a reference and procrastination deterrent, I find the real value comes from asking myself the big, fuzzy "What do I want out of life?" questions more often.
Icomoon is definitely awesome and useful. endtwist and I were craving more of a Compass spriting style workflow for icons, however, which is how this project got started.
Font Custom's intended sweet spot lies somewhere between using a pre-bundled icon font and firing up a fully-fledged glyph editor. For the simplicity of using regular vectors, I think the lack of perfect pixel hinting could be a worthwhile tradeoff.
It sounds like you might be lacking some of these, and so would have trouble passing that on to employees. A mercenary culture seeps in.
The first person I'd turn to is your cofounder. How does he see it, what are his expectations, is this something that he can take off your plate, etc.
After that, I'd schedule 1-on-1s with your remote employees - in person if you're close, video otherwise. What are their personal and professional goals? How can you position working for you as being directly in line with those?