Hey Everyone-
Things have been going so amazing! I recently relocated back to northeastern PA, though I loathe heavy lifting! The ROWE movement continues to grow. My band, The Big Dirty, has got some killer gigs scheduled. And I am looking forward to adding video blogger to my repertoire.
Thank you all for your interest and please keep thought fusing…
Be well.
When you think about the possibilities of ROWE, may I recommend you do so not within the context of today’s work environment, today’s work policies, or even today’s employment laws.
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 and get their work done.
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 time frame set by colleagues or clients, should that person not be permitted to do so. Today’s work environment is more about permission granting than performance guiding.
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 to be successful in a ROWE already exists, so why aren’t more employers migrating its workforce to a ROWE? I’ll tell you why. The fear of losing control. And by losing control, that means giving control to the employee to achieve results.
Employers must get better at defining expectations AND enforcing consequences for poor performance or weak productivity. An employee’s engagement and sense of value will increase when he/she is given freedom to make decisions about his/her personal/professional life. When an employee is results driven, the employer can also more accurately measure results.
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
