Lots of organizations lose sight that the ultimate goal should be to benefit. That seems like corporate culture has shifted to an emphasis on regulating and guiding employee routines and behavior, even when this emphasis has nothing to do with obtaining goals or concrete results. Thankfully, another shift is occurring as being an organizations have started to embrace ROWE, or the Results Only Work Environment. This type of work atmosphere, which was made famous by bestselling authors Jody Thompson and Cali Ressler, has helped an extensive variety of companies, and it can help your organization get back to what really matters – results. Maslows behovspyramide
How can you Define a Results Only Work Environment?
Thompson and Ressler determine the Results Only Operate Environment as a strategy that simply places results in front of all other concerns in an organization. Quite simply, it is a system that enables managers and administrators to define goals and potential achievements plainly and in the best way that lines up with the precise skills and talents with their employees. Through this process, executives are able to break away from concentrating on trivial details of employee tendencies. This kind of work environment gives employees higher freedom, and it assists organizations in the process of streamlining their attempts, even though ROWE remains somewhat controversial.
In this new kind of work place, managers manage work rather than managing individual employees. Therefore, managers carry a greater burden to be able to identify what “finished” looks like. If perhaps they are not able to define goals plainly, the results-driven environment will fail. Nevertheless , if operators are able to share the desired results to their associates, it can work amazingly well.
A number of the key benefits associated with a Benefits Only Work Environment:
Essential specialists don’t get ripped away from their duties to attend meaningless gatherings
It increases employee well-being, specially when employees show determination to the organization
That accepts the fact that employees have important and meaningful lives outside of work
It removes careless spending on items and other expenditures that are not related to results
It does away with time theft because people are usually where they need to be at the proper times
It fosters lager employee accountability
Giving employees the possibility to work from home rather than driving rear and forth daily benefits the environment
It brings about less stress and engenders healthier lifestyles for employees
It enhances an organization’s ability to sketch and retain the most valuable skill
It Performs in the Real Universe
GAP, Edmunds. com and Dynatronix are great good examples of organizations which may have found success by enacting results-driven strategies. However, the most enlightening example of the significance of a results-driven organization is illustrated by Yahoo’s recent directive to move away from the results-only idea. Yahoo’s CEO, Marissa Mayer, made a major difference in policy recently, which removed telecommuting. Essentially, this new directive told employees to start out coming to work every day or find work elsewhere.