Having the ROWE conversation is social change.
We know it can be intimidating for an employee to raise awareness about ROWE. We recognize that HR professionals can struggle with communicating how ROWE can benefit an organization. We respect how CEOs must consider a wide range of financial obligations when considering a commitment to going ROWE.
Those are completely legitimate pain points. But that is all they are…points. Not barriers.
For real change to occur, some level of disruption must happen. Yes, change requires outcome based effort. Change needs openness. Change demands persistence (momentum). However, change can be planned. Change can be supported. Change can be educational. Change can be transformational.
Let’s transform how people live and work…together.