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The Results-Only Work Environment is not about workplace flexibility.

To be successful today's talent needs accountability and autonomy.

The Results-Only Work Environment (ROWE) is not about new permissions from management about where, when, and for how long employees are allowed to work

ROWE rejects labels like
  • Flex worker
  • Remote worker
  • Work from home
  • Teleworker
  • Hybrid
  • Distributed team

Workplace flexibility dictates, "Here is where you're allowed to work from, and the expectations around when to work and for how long."

ROWE asks, “Are you clear about the measurable results you need to achieve to demonstrate success?”

Flexibility assumes that there is a default location such as a corporate or home office and a default time (M-F, 9am - 5pm) when work should be happening.

Anything different than that is labeled ‘flexible’. In the flexible workplace, some people get flexibility, and some people don’t. Some managers dole it out, others don’t. Some roles are able to be flexible, others cannot.

 

 

Traditional work environments cause us to:

  • Feel guilty for not showing up or logging on when work is supposed to happen
  • Feel the Sunday night dread
  • Play the endless games associated with the industrial age institution of work
  • Long for a boss or organization to give us permission to be ‘flexible’
  • Wish it would all stop so that you and your team could just get your work done

There is a solution

The Results-Only Work Environment Is Adaptive Change

Transitioning to ROWE requires:

  • Letting go of and moving past deeply held beliefs about how work is supposed to happen
  • Removing the time clock "mentality," and "outdated" work location beliefs from your DNA

Do any of these persistent workplace beliefs sound familiar? 

  • Employees should spend at least some of their time in the physical office
  • If an employee finishes their work in less than full-time hours, they need more work

In the Results-Only Work Environment, managers manage the work, not the people - adults can manage themselves.

Mask Group
ROWE Is An Entirely Differentiated Platform

In a ROWE, each person is 100% accountable and 100% autonomous. Each and every person.

Mask Group-2

And all of those corporate roles? It doesn’t discriminate. Everyone’s in, and nobody’s out. The future of work is not flexible, remote, or hybrid. The future of work is accountability and autonomy. Period.

If you have a job, you can be in the Results-Only Work Environment.

Sales people

Receptionists

Call center associates

Bus drivers

Marketing executives

Accountants

Typical Questions About ROWE

1.
What is the Results-Only Work Environment?
2.
How is this different from a "flex-time" program?
3.
With this much autonomy, what about location-specific jobs? What if employees don’t show up?
4.
Are there recruitment advantages for ROWE organizations?
5.
What are the biggest challenges during ROWE implementation?
6.
Is everyone a part of the ROWE? What about the people who need more supervision?
7.
Are managers necessary in a ROWE?
8.
Relationships and face-to-face communication are important in our culture and to our results. How does ROWE affect communication?
9.
How will we know if the work is getting done?
10.
Is it easy to implement the Results-Only Work Environment on my own?
1.
What is the Results-Only Work Environment?

The Results-Only Work Environment is a work platform (culture) where there is an equal balance between accountability and autonomy for every person. This balance has been proven to be critical to business success and the customer/employee experience.

If a culture is heavy on autonomy and light on accountability, this typically leads to a chaotic landscape where non-performance is tolerated. There is often a realization in cultures like this that goals and measures are not clear, which prohibits accountability to measurable results.

If the culture is heavy on accountability and light on autonomy, business operations may be strong but at the expense of the employee experience.

The heavy accountability/light autonomy model leads to high frustration levels, voluntary turnover, and lack of engagement in work.