The concept of a Results Oriented Work Environme
nt (ROWE) is new to most employers, but the idea is catching on. This concept refers to employees having a fair bit of input as to what happens in their work environment, including work schedules, daily work start and leave times and the amount of vacation time. From the employer’s perspective, the mandate of ROWE requires that employees achieve the called-for measureable results. This means that employers need to be clear and specific in communicating objectives in order to achieve the desired outcomes. This could involve employees working remotely from the work environment in order to meet the expectations. As long as employees achieve the objectives, they can have that flexibility to achieve the work/life balance that they desire. ROWE systems can help employers realize the benefits of an increase in autonomy and accountability, healthier lifestyles amongst employees, as well as the strong connection created between results and responsibilities.
Well managed ROWE’s will free employees to make their own work-life decisions, help with attraction and retention and increase employee engagement, as long as the desired results are being achieved. Organizations that have adopted this concept have seen voluntary turnover decrease and productivity increase.
ROWE may not be the right fit for every organization, especially organizations where output is difficult to measure. Some managers may find it challenging as it can be more difficult to work with people without face-to-face interaction.
The key to the success of a ROWE is that it’s absolutely critical to focus on results. Managers have to be explicitly clear on what their expectations of results are for employees. How they get those results depends on the flexibility employees have to get there. viagra