    |
|
 
|
 |
|
|
Home > Raging Debates in HR > Expert Response
|
|
Question 10Does a Results Oriented Work Environment (ROWE) work?
Poll Results
Opinions on this expert's response.
|
||||||||||||||||||||
| |
||||||||||||||||||||
| |
|
|
|
|
|
Home > Raging Debates in HR > Expert Response
|
|
Question 10Does a Results Oriented Work Environment (ROWE) work?
Poll Results
Opinions on this expert's response.
|
||||||||||||||||||||
Agree or Disagree?2 Responses to “Does a Results Oriented Work Environment (ROWE) work?”Have your say |
||||||||||||||||||||
Comments:
ROWE is not meant to "bud up" with the current culture of work. ROWE is a new culture, altogether. Social change with an emphasis on results at work and the freedom to live life to the fullest.
ROWE forces employers and employees to focus on results in the workplace v. using physical presence and time as the model for success. This shift in paradigm re-establishes purpose, value, and engagement for the employee. It also cuts waste, lowers costs, and increases productivity for the employer.
ROWE, most importantly, improves the quality of life for people. No more soul crushing commutes, missing children grow up, being exhausted at social gatherings, or wasting time in an office/cubicle. Responsible, mature adults have the control to live life as they choose.
If a person can be successful for an organization, should the "how" really matter? And while you ponder that, consider the incredible tool that is technology. If you someone can execute a merger over the phone, should it matter where that phone call takes place? If someone must access the internet to complete tasks, should it matter where the connection is made? If someone can achieve organizational objectives outside of the 9-5 window but within the timeframe set by colleagues or clients, should that person not be permitted to do so. Why is this not encouraged?
Just because policy and procedure has not changed does not mean the times haven't. People are more capable - more adaptable. Technology affords so many options for communicating, information sharing, and being available. The want and ability already exist, employer permission is the barrier.
Clearly define expectations, establish AND enforce consequences for poor performance or weak productivity. Give people the freedom to make decisions - personal and professional. When an employee is results driven, the employer can also more accurately measure results. As a result, ROWE employees become more engaged in their work.
ROWE: Live life, get your work done, be happy.
"So much of what we call management consists in making it difficult for people to work."
- Peter Drucker
Semco in Brazil has been doing something similar for more than 20 years, though it's more than ROWE. The company is run democratically, even the CEO, Ricardo Semler only gets one vote. Employees don't have titles and two board seats are reserved for any employee who wants to show up. They have over 15 divisions now from manufacturing, to maintenance and high tech. All of them are self managing. Even the assembly lines are run by it's workers and have flex time. Since the company is run with complete transparency, they don't have issues with corruption or greed.