Jul
28
2014

Telework and the Results Only Work Environment

Telework is a growing trend and thanks to cheap and efficient internet-based technology of the last few years, the 9-5 communal office is not always the most beneficial way to get maximum productivity from your staff. Both employers and employees alike are seeing the benefit of working from home rather than insisting on the office-based environment.  For employees with disabilities, telework could be beneficial and practical for all parties concerned.

Introducing the possibility for your employees to work from home can be hugely beneficial to your business but you will need a clear plan of how it might work. Logistically, there is a lot to think about and thankfully, there are already clearly defined programmes, presently working in the real world, which allows businesses to diversify to home-working employees.  One of the best-known systems is the Results Only Work Environment or ROWE.

So what is ROWE and how does it work?  In a move designed to reward productivity rather than hours worked, ROWE seeks to encourage managers to think about achievable goals for their department and for individual employees. The number and pattern of hours worked is irrelevant – this is about agreed achievable targets. Through it, businesses no longer need to work on the minutiae of their employees, merely their output. It seems to be working – ask clothing retailer GAP who fully embraced the method in 2008.

Telework is ideally suited to the ROWE method for its philosophy of working practice and patterns. The benefits for both employers and employees include:

  1. A focus on performance and targets leads to greater efficiency during a working day. Neither employee nor employer is watching the clock. The employee can use their own judgement on when to start and stop work and to take necessary breaks

  2. Employees who work from home and use the ROWE method report higher levels of job satisfaction from the flexible nature of the work pattern – set hours are a thing of the past, so long as scheduled tasks get done on time

  3. It builds trust between the employer and employee. Never underestimate the greater satisfaction that employees get from greater autonomy and accountability

  4. The employee will develop a greater understanding of the importance of business targets – why a certain project is vital to the company or why this target must be reached by the end of the month
    Employees can be recognised and rewarded for measurable results

Have you heard of ROWE or seen it in practice before?  What do you think of it?  Leave us a comment below and we can start a conversation about it.

Results

Telework is a growing trend and thanks to cheap and efficient internet-based technology of the last few years, the 9-5 communal office is not always the most beneficial way to get maximum productivity from your staff. Both employers and employees alike are seeing the benefit of working from home rather than insisting on the office-based environment.  For employees with disabilities, telework could be beneficial and practical for all parties concerned.

Introducing the possibility for your employees to work from home can be hugely beneficial to your business but you will need a clear plan of how it might work. Logistically, there is a lot to think about and thankfully, there are already clearly defined programmes, presently working in the real world, which allows businesses to diversify to home-working employees.  One of the best-known systems is the Results Only Work Environment or ROWE.

So what is ROWE and how does it work?  In a move designed to reward productivity rather than hours worked, ROWE seeks to encourage managers to think about achievable goals for their department and for individual employees. The number and pattern of hours worked is irrelevant – this is about agreed achievable targets. Through it, businesses no longer need to work on the minutiae of their employees, merely their output. It seems to be working – ask clothing retailer GAP who fully embraced the method in 2008.

Telework is ideally suited to the ROWE method for its philosophy of working practice and patterns. The benefits for both employers and employees include:

  1. A focus on performance and targets leads to greater efficiency during a working day. Neither employee nor employer is watching the clock. The employee can use their own judgement on when to start and stop work and to take necessary breaks

  2. Employees who work from home and use the ROWE method report higher levels of job satisfaction from the flexible nature of the work pattern – set hours are a thing of the past, so long as scheduled tasks get done on time

  3. It builds trust between the employer and employee. Never underestimate the greater satisfaction that employees get from greater autonomy and accountability

  4. The employee will develop a greater understanding of the importance of business targets – why a certain project is vital to the company or why this target must be reached by the end of the month
    Employees can be recognised and rewarded for measurable results

Have you heard of ROWE or seen it in practice before?  What do you think of it?  Leave us a comment below and we can start a conversation about it.

Results

Posted by Jess May | 0 comments

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