tablet

In general you don't HAVE TO break your work to tasks and track them. Many people can hold the whole project in the head and that is completely viable strategy. However, small tasks give you a sense of progress. You experience a good sensation when you mark task as Done.

Most likely you don't need iterations. Just a list of tasks sorted by importance is OK. As mentioned, Trello is a very good choice. It is free and visualizes progress. Physical and simple Kanban Board will server as well.

>>Stuff I've tried is mostly about talking, trying different systematic models (time tracking, semi-micro management, constant reporting or leaving them more space, trying to get excited with new technical bits, giving them bonus, cutting their salary etc., pep talk, pissed-off talk)

Did you try to share the vision? Set clear goals? Make sure that they really understand and share same values?

To me it looks like you tried to make environment more strict, while it is not the way to go in software development.

I am curious what kind of motivation did you try? Also it is hard to work remotely and many people just can't do that.

I've asked very similar question. Check comments in it as well

Ask HN: Should you fire average devs and have only talented devs in a team? http://news.ycombinator.com/item?id=1634231

My code was not bad, but not superb. There was good architecture behind and a hundred of unit tests, but still time to market was top priority. So it was good enough and I think it is a waste to write perfect code for startup, since future is unknown.

When product proofs itself, it is time to refactor and maintain perfect code base.

Here are more details.

dev 1. very slow, but solid. Need constant guidance to solve problems. However, can dig into boring/weird problems and reliable person. dev 2. distracted by interned and have problems with focus. Knows a little about many things, do many mistakes, but trying to improve. dev 3. was weak indeed from the beginning, but doing much better after several months. He is 31 and I don't think he will become great developer eventually.

OK, maybe wrong wording, but by average I mean people who will never exceed your expectations and have moderate problem solving skills/or development speed/or technical excellence attitude.

I am thinking about tough decision now, and so far I am going to fire those average people and hire 1-2 great developers instead.

why?