Sorry, I cannot stop myself but share this with you:
' “In a Results-Only Work Environment, people can do whatever they want, whenever they want, as long as the work gets done.” This is not simply company-sanctioned flextime. A true ROWE has unlimited paid vacation time, no schedules, no mandatory meetings, and no judgments from co-workers and bosses about how employees spend their days. In other words, managers trust employees to get their work done and do not mandate — or even comment on — when, where, or how it happens. Because everyone is evaluated based on what they accomplish, as opposed to how much time they spend looking busy at their desks, it becomes clear very quickly who is actually getting work done and who isn’t.'
More about ROWE work model here. There is also an interview with Harvard Business blogger, Tammy Erickson, about ROWE.
Let me know what you think!
(Me, I spent 2 min reading the article and posting it, so I think I will get my work done;) (OK, I will take 2 min off my lunch because I AM actually BORING:P) )
' “In a Results-Only Work Environment, people can do whatever they want, whenever they want, as long as the work gets done.” This is not simply company-sanctioned flextime. A true ROWE has unlimited paid vacation time, no schedules, no mandatory meetings, and no judgments from co-workers and bosses about how employees spend their days. In other words, managers trust employees to get their work done and do not mandate — or even comment on — when, where, or how it happens. Because everyone is evaluated based on what they accomplish, as opposed to how much time they spend looking busy at their desks, it becomes clear very quickly who is actually getting work done and who isn’t.'
More about ROWE work model here. There is also an interview with Harvard Business blogger, Tammy Erickson, about ROWE.
Let me know what you think!
(Me, I spent 2 min reading the article and posting it, so I think I will get my work done;) (OK, I will take 2 min off my lunch because I AM actually BORING:P) )
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4 comments:
Thanks Sylwia, you've inspired me back to my blog :)
Happy to hear that, Andy!:)
I should say that I am intrigued by the ROWE model but I have come to think that careful safeguards have to be in place for it to work well. Arguably the ROWE manager needs even better interpersonal skills than the non-ROWE one. Can they learn these in the rather cut-throat ROWE conditions? My own past experience suggests this is tricky.
Due to the lack of authority I had to practice this type of management for about a year and if there have been issues in terms of delivery, those were always addressed on a one-to-one basis pointing out that the work was not done. It sounds simple, but is tricky to practice and requires a lot of patience and mutual trust. Most of all trust.
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