Result Only Work Environments in Organizations
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Result Only Work Environments
There are almost no trade off in implementing result only work environment (ROWE) in an organization if the organization designed and implemented strategy properly with employee inclusivity and proper understanding. According to Adam (2013), “work environment built on flexibility, support, and solid benefits can result in increased productivity and loyalty.” This type of environment has the ability for reducing turnover and improving quality in an organization as people will realize that their work is judged on quality other than physical availability.
ROWE can work well with managers and bring in a new breed of managers and management system. This system replaces the initial reward based on physical presences at work with the quality and innovation an employee is able to deliver on the job. It will bring in managers who understand and promotes quality and best practices in the organizational processes and employees. As Koster (2013) explains, “the managers will manage work and not people and people will be managing themselves, with the managers will setting deadlines with firm dates and times ensures the work gets done and everyone knows when to expect it.”
There might are other available alternatives to ROWE such as co-working and silicon colleagues as Lee (2012) explains. Co-working provides the solution about office renting that ROWE opts for through absence and presence of employees while silicon colleagues replace the quality aspect with human support systems. Evidently, there is no particular strategy among them that combines factors as ROWE and stresses more on quality and process management.
The employees who are not self-driven and those who prefer follow ups and being managed would not get ROWE appealing. Such employees require rigorous training during transition, on time management and on how to reach the desired results as Perez (2012) says.