You know the feeling. The endless dashboards. The weekly KPIs that feel more like a straitjacket than a guide. The nagging sense that you’re optimizing for the appearance of productivity, not for the work itself.
Our startup, a fully remote team scattered across three continents, was drowning in data. We tracked everything: hours logged, lines of code, tasks closed, emails sent, even “wellness scores.” We were, in the cold language of our time, a fully quantified crew.
And we were miserable. Burnout was high. Creativity was low. Our sprints felt like marathons through mud. We were so busy reporting on the work that we had no energy to do the meaningful work.
Then, we discovered the philosophy that changed everything—a framework we now call crew disquantified.org.
What Is crew disquantified.org?
For us, crew disquantified.org isn’t just a website—it’s a manifesto for modern, human-centric work.
“Crew” represents our fundamental unit—a tight-knit, autonomous group with a shared mission. We’re not just resources on a Gantt chart; we’re collaborators and problem-solvers.
“Disquantified” is our active rejection of the surveillance-style productivity complex. It’s the deliberate shift from measuring activity to cultivating output and outcomes. It’s the belief that trust, clear communication, and intellectual freedom are the true engines of brilliant work.
Together, crew disquantified.org became our north star—the principles that saved our team culture and transformed how we work.
The Pillars of crew disquantified.org
So, what did we actually do when we embraced the crew disquantified.org approach? We implemented radical (and wonderfully simple) rules:
- Outcomes Over Activity: We stopped asking “How many hours did you work?” and started asking “What did you ship or solve this week?” Our stand-ups became showcases of progress, not lists of busywork.
- Asynchronous by Default: We killed the expectation of instant replies. Deep work is sacred. We document decisions in shared hubs and communicate in threads, freeing everyone from the tyranny of the synchronized schedule.
- Trust as the Only Metric: We hire amazing people. Why would we micromanage them? We grant extreme autonomy over how the work gets done. The result? People take more ownership and feel more pride.
- Radical Transparency (of Goals, Not Logs): Everyone has crystal-clear visibility into the company’s objectives, the team’s priorities, and how their work ladders up. This creates alignment without the need for minute-by-minute oversight.
The Results Were Staggering
Within a quarter of implementing crew disquantified.org principles, the atmosphere shifted. The energy was palpable, even across time zones.
- Creativity Spiked: Our designers and engineers started proposing innovative solutions they’d been too “scheduled” to explore before.
- Ownership Deepened: When a bug or opportunity appeared, someone would just pick it up—no need for a manager to assign it.
- Burnout Receded: People reclaimed their time. They took midday walks, pursued hobbies, and returned to work energized.
- We Got Faster: Paradoxically, by tracking less, our velocity increased. We removed the friction of reporting and freed up energy for execution.
Is crew disquantified.org Right for Your Team?
This approach isn’t a one-size-fits-all solution. It requires mature, self-motivated individuals and leaders secure enough to lead without control dashboards.
But if you feel your team is performing a pantomime of productivity—going through the motions for the metrics—it might be time to explore a different path.
Stop asking, “How can we measure more?”
Start asking, “How can we trust more?”
For us, the answer was crew disquantified.org. It’s the single best decision we’ve made for our culture and our product.
Ready to transform how your team works? Learn more about these principles at crew disquantified.org and join the movement toward more meaningful, human-centered work.
