The Results Only Work Environment has Many Benefits

Many organizations fail to realize that the ultimate goal of any organization should be to achieve results. Corporate culture seems to have shifted to a focus on managing and guiding employees’ behavior and routines, even though this has little to do with achieving specific goals and results. Fortunately, there is another shift happening. Some organizations are now embracing ROWE (Results Only Work Environment). This type of work environment, popularized by Jody Thompson and Cali Rassler, has been a huge success for many companies. It can also help your company get back to the things that really matter – results.

How can you define a results-only work environment?

Thompson and Ressler describe the Results Only Work Environment (ROWE) as a strategy that puts results above all else in an organization. It is a system that allows supervisors and managers to clearly define their goals and possible achievements, and align them with their employees’ specific abilities and skills. Managers can stop focusing on the insignificant details of employees’ behavior through this process. This type of work environment allows employees more freedom and aids organizations in streamlining their efforts. However, ROWE is still controversial.

Managers now manage the work of their employees in this new work environment. Managers are now expected to have a clear understanding of what “finished” means. Managers who are unable to clearly define their goals will not be able create a results-driven environment. It can be amazing if managers can communicate the desired results to their employees.

Here are some of the main benefits of a Results-Only Work Environment.

• Valueable specialists won’t be distracted from their work to attend meaningless meetings
• It boosts employee morale, particularly when employees are dedicated to the organization.
• It recognizes that employees lead meaningful and important lives beyond work.
• It eliminates unnecessary spending on items or other expenses that are not directly related to results.
• This eliminates time theft as people are always where they need be at the right times.
• It encourages accountability from employees
• Employees will be happier working from home than driving each day.
• This reduces stress and encourages employees to live healthier lives.
• It improves the ability of an organization to attract and keep the best talent

It Works in Real Life

GAP, Edmunds.com, and Dynatronix are all great examples of successful organizations that implement results-driven strategies. Yahoo’s recent decision to abandon the results-only model is the best example of how results-driven organizations can be valuable. Marissa Mayer (the CEO of Yahoo) made a significant change to Yahoo’s policy, eliminating telecommuting. This directive basically told employees to either start coming to work every single day or to find other employment.

Yahoo’s results-driven approach may seem to have failed. The fact is that Yahoo’s results-driven approach was unsuccessful because the management team failed to provide clear, concise, and meaningful direction. The institution of such a drastic and unpopular policy change wouldn’t have been necessary if managers were able to perform their roles in a results-driven culture. While it is uncertain whether Mayer’s policy decision will benefit the company, experts believe it will hurt Yahoo’s standing as a tech company.

The Future Is Inevitable

This is a lesson that managers must teach their employees about what results are. Management should set clear goals. However, some managers are simply not capable of meeting the challenges. As Gen Y’s new talent rises to the top, the tide is set to shift. Generation Y is more open to working in new environments than traditional ones, and they are better at recognizing the benefits. They also understand that matching talent with needs is key to business success.

Businesses and other organizations should be aware of where they are at the moment, as Generation Y is poised to take control and implement the results-only model. Although it is impossible to predict the future, it appears unlikely that businesses will revert back to old ways of doing things. If organizations want to lead their industry, they must embrace innovative ways of doing things.

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