Tag: Developer Management

When I first started managing a remote PHP team, I made all the rookie mistakes: too many meetings, too few boundaries, and way too much Slack.

Burnout wasn’t immediate—but it was inevitable.

I’ve since changed the way I lead. Here’s what I’ve learned about keeping remote PHP developers productive without running them into the ground.

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1. Start With Trust, Not Surveillance

Remote work isn’t about fancy time trackers or monitoring keystrokes. If you’ve hired professionals, treat them like professionals.

Set expectations around outcomes, not hours. Give clear goals and let the team figure out how to get there.

Micromanagement doesn’t scale—especially remotely.

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2. Protect Focus Like It’s Sacred

Developers need uninterrupted time to build. It’s not a luxury—it’s a requirement.

I’ve learned to:

• Reduce daily meetings to the absolute minimum
• Replace stand-ups with async check-ins
• Schedule meetings during shared overlap windows (not someone’s 10 p.m.)

Slack doesn’t have to be on all the time. It’s okay to be “away.”

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3. Create Space for Deep Work

I encourage “focus blocks”—dedicated time slots for writing and problem-solving. I even block them on my calendar and encourage my team to do the same.

If something’s urgent, we handle it. If it can wait, it should.

That quiet space is where the real engineering happens.

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4. Build Feedback Into the Culture

Just because we’re remote doesn’t mean feedback should be rare.

We use:

• Pull request comments for micro-feedback
• Regular 1:1s for deeper coaching
• Retrospectives to talk about what’s working (and what’s not)

This helps me catch burnout early. When someone starts missing deadlines or seems “off,” I don’t guess—I ask.

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5. Respect Time Zones—and Personal Time

One of my developers is in Egypt, another in the Philippines. If I try to make everyone align, someone suffers.

So I don’t.

Instead, I:

• Schedule critical meetings in shared overlap hours
• Record calls when needed
• Push for async documentation wherever possible

Also: no weekend pings. No late-night emergencies unless something’s actually on fire. Work can wait. Health can’t.

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6. Celebrate the Wins—Even Small Ones

Remote work can feel thankless if you’re not careful. That “quick good job” someone might say in the hallway? It doesn’t exist.

So I make it a point to:

• Highlight good commits in team chat
• Shout out thoughtful code reviews
• Thank people often, publicly and privately

It builds morale—and reminds everyone they’re seen.

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7. Let Developers Influence the Process

Burnout often comes from feeling powerless. To fight that, I involve devs in how we build—not just what we build.

We’ve had devs help reshape our:

• Sprint planning cadence
• Deployment process
• Tooling decisions

Autonomy = investment. When they help shape the system, they feel more ownership (and less resentment).

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8. Talk About Burnout Openly

It’s okay to say, “I’m tired.” I try to normalize that.

We talk openly about workload, energy, and mental health in our 1:1s. Sometimes that means encouraging someone to take a break—or stepping in to reprioritize the backlog.

Pretending burnout isn’t real doesn’t make it go away.

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Final Thought

Leading a remote PHP team well isn’t about squeezing more output from developers. It’s about building an environment where good code—and healthy people—can thrive.

The best teams I’ve led didn’t just ship great features. They stuck around, supported each other, and grew together.

That doesn’t happen by accident. It happens when you lead with intention.