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Give Us Your Thoughts for Your Chance to Win Breakfast for Your Team, Three Months of Coffee and More!

Team BreakfastBe the hero and surprise your team with three months of breakfast treats from Wolferman’s, or singlehandedly caffeinate your employees for all of Q3 2010 with a 3-month Dunkin’ Donuts coffee subscription. And even if you don’t win either of those, you have a chance to win your own copy of “Why Works Sucks and How to Fix It.”

Entering is Easy:

Simply answer the question, “Do you think a results-only work environment would work at your company? Why or why not?” in the comments below — and you’ll automatically be entered to win!

What’s ROWE all about? Read on to find out — and then enter to win for your chance at free swag!

What’s ROWE?

At a SXSW Interactive panel this past March, I listened to the founders of the ROWE (Results-Only Work Environment) movement, Cali Ressler and Jody Thompson, speak. After hearing more about ROWE and the well-known companies who had successfully adapted a results-only work environment, I was intrigued — and like many others, I had a lot of questions.

The concept of ROWE is, at its face, simple. People should have control of their own time — not the companies for which they work. In a results-only environment, the only thing that matters is results – not how many hours you’re at the office.

  • As an employee, you own your time 24/7.
  • Unlimited PTO as long as the work gets done.
  • Go to the grocery store on a Tuesday at 10 a.m. if you need to.
  • No more mandatory meetings.
  • No more permission-granting from your employer, but instead, performance guiding.
  • Employees are trusted with their time.

As Ressler and Thompson say, “Work isn’t a place you go — it’s a thing you do.” They are quick to stress that ROWE is not the same as flex time, telecommuting, job sharing, or employees to work from home a couple of days per week — those options, they say, are not enough.

From www.gorowe.com:

In a results-only company or department, employees can do whatever they want whenever they want, as long as the work gets done.  You make the decisions about what you do and where you do it, every minute of every day.

Here’s a video explaining ROWE, featuring employers who have adapted it:

The CEO of Girl Scouts of San Gorgonia Council, who pioneered ROWE for the organization when she came on board as CEO, recently wrote an article about her take on ROWE and workplace flexibility.

The Benefits?

According to stats on Ressler and Thompson’s website:

  • ROWE teams report an average increase of 35% in productivity by eliminating waste from systems and processes, which increases employee capacity.
  • ROWE teams also experience up to a 90% decrease in voluntary turnover rates.

Other benefits:

  • Talent retention and attraction — Ressler and Thompson argue that companies in a results-only environment have a competitive advantage, as many candidates willing to be paid less money and have more freedom rather than work in a company with a traditional structure and more money.
  • Optimization of space — Employees are working remotely much of the time.
  • Elimination of wasteful processes — Employees will not be wasting a company’s time, money, and resources.

Challenges?

This may all sound too good to be true — so in our follow-up post, we’ll address some of the challenges companies who choose this route face, as well as some of your proposed challenges.

As employees of companies of all sizes (or as candidates looking for your next job), we at The Hiring Site want to get your thoughts. If nothing else, with work/life lines blurring more and more and more workers demanding (or at least requesting) flexibility and freedom in the workplace, it’s an interesting concept to start discussing.

How to Enter:
Simply answer this question in the comments below: “Do you think a results-only work environment would work at your company? Why or why not?”

Once you submit your answer, you’ll automatically be entered to win.

What Can you Win?

  • One of you will win a 3-month breakfast club subscription for your team
  • Two of you will win a 3-month Dunkin’ Donuts coffee subscription (that’s 2 lbs./month of regular or decaf, whole bean or ground, however you want it!)
  • Four of you will win a copy of “Why Work Sucks and How to Fix It” by Cali Ressler and Jody Thompson.


Contest Details:
Entries will be accepted from 12:00 a.m. CST on Monday, May 17, 2010 until 11:59 p.m. CST on Friday, May 21, 2010.  Each account may only submit one answer for consideration; subsequent entries will not be considered. Spam responses will not be considered. The winner will be picked at random and notified via e-mail the week of May 24, 2010. Please read the full list of official contest rules and regulations.

Just answer this question: “Do you think a results-only work environment would work at your company? Why or why not?”

Want to hear more about ROWE? Listen to Ressler and Thompson on NPR, in a three-part story about result-only work environments.


Amy K. McDonnell

About Amy K. McDonnell

Originally hailing from Ohio, Amy is the editorial manager on the content services team and has been with both CareerBuilder and the city of Chicago for nearly a decade. She writes on a range of recruitment topics on The Hiring Site, striving to bring a dose of clarity and humor to sometimes complicated issues around employee attraction, engagement and retention. When she's not working, Amy spends as much time as possible reading, pretending to be a chef, writing short stories, eating Nutella out of the jar, waiting for CTA buses and trains, going to see her favorite bands live, and spending time with people who inspire and challenge her.
77 comments
Julia
Julia

It's interesting that almost everyone is saying "ROWE sounds good, but it wouldn't work for us because..."

Remember, it is RESULTS only. It doesn't mean no one is going to be there - it means they're going to be focused on the results over time/location. So if the results require presence (retail, patient care, etc.), they'll be there.

If they're not getting the results, it's a performance issue.

The problem is we have many employees watching the clock and being miserable instead of productive and happy because they are stuck sitting around in a depressing cubicle 40+ hours/week when the results do not require that.

Julia
Julia

It's interesting that almost everyone is saying "ROWE sounds good, but it wouldn't work for us because..."

Remember, it is RESULTS only. It doesn't mean no one is going to be there - it means they're going to be focused on the results over time/location. So if the results require presence (retail, patient care, etc.), they'll be there.

If they're not getting the results, it's a performance issue.

The problem is we have many employees watching the clock and being miserable instead of productive and happy because they are stuck sitting around in a depressing cubicle 40+ hours/week when the results do not require that.

Lorraine Hicks
Lorraine Hicks

I think ROWE is a good idea for companies if the employees are adults who are willing to show initiative and results driven in this type of work environment. I am an interdependent contractor at this time in my field of work but would welcome the chance to work in this type of environment. My energy levels for work can begin at 6:00 a.m.to 10:00 a.m. and then I would like to take a break and then go back to work as long as I can do it in the comfort of my home.

Lorraine Hicks
Lorraine Hicks

I think ROWE is a good idea for companies if the employees are adults who are willing to show initiative and results driven in this type of work environment. I am an interdependent contractor at this time in my field of work but would welcome the chance to work in this type of environment. My energy levels for work can begin at 6:00 a.m.to 10:00 a.m. and then I would like to take a break and then go back to work as long as I can do it in the comfort of my home.

Maggie
Maggie

Sounds great in a perfect world, but since we are not in a perfect world or are not perfect people I don't think this will work. I believe empoloyees would rush through work and make more mistakes than need be. Another way to look at it is start your own business, you're the boss and you can come and go as you please. Yes...oil spill, let's rush and half ??? build off shore oil rigs to pump oil to save time and money, and to fix a mistake could take decades
and cost everyone more money than is printed.
Thank You
Another word for manager: Babysitter

Maggie
Maggie

Sounds great in a perfect world, but since we are not in a perfect world or are not perfect people I don't think this will work. I believe empoloyees would rush through work and make more mistakes than need be. Another way to look at it is start your own business, you're the boss and you can come and go as you please. Yes...oil spill, let's rush and half ??? build off shore oil rigs to pump oil to save time and money, and to fix a mistake could take decades
and cost everyone more money than is printed.
Thank You
Another word for manager: Babysitter

Kryssi Contreras
Kryssi Contreras

“Do you think a results-only work environment would work at your company? Why or why not?”

I have a full time job as an insurance claims adjuster where I am also responsible for many outside reports and I have a wide variance of responsibilities. This would be a great way for me to balance my work and family. I am not as productive when there is something else I need to be doing or after I've spent 2 hours in traffic and am concerned I was an hour late for work. I hate having to beg to leave early for a three day weekend or schedule a doctor's appointment. Since my responsibilities with this company can be handle at different times and from different locations, this would be wonderful.

On the other hand, I own an income tax preparation service and this would not work there because we have to schedule our staff around peak times, business hours, and fair times to make telephone calls.

Therefore, I think it depends on the business, the staff, and the authority figures, if it would work or not.

Kryssi Contreras
Kryssi Contreras

“Do you think a results-only work environment would work at your company? Why or why not?”

I have a full time job as an insurance claims adjuster where I am also responsible for many outside reports and I have a wide variance of responsibilities. This would be a great way for me to balance my work and family. I am not as productive when there is something else I need to be doing or after I've spent 2 hours in traffic and am concerned I was an hour late for work. I hate having to beg to leave early for a three day weekend or schedule a doctor's appointment. Since my responsibilities with this company can be handle at different times and from different locations, this would be wonderful.

On the other hand, I own an income tax preparation service and this would not work there because we have to schedule our staff around peak times, business hours, and fair times to make telephone calls.

Therefore, I think it depends on the business, the staff, and the authority figures, if it would work or not.

Steve Abercrombie
Steve Abercrombie

“Do you think a results-only work environment would work at your company? Why or why not?”

Simply, no. We are extremely conscious about the corporate culture we've developed at Sunshine Media Group, and a "Glengarry Glen Ross" type of environment would not fit with our corporate identity. As a sales and recruiting profession I am however ultimately judged by the results that I drive for our business and how I personally affect downstream revenue.

Steve Abercrombie
Steve Abercrombie

“Do you think a results-only work environment would work at your company? Why or why not?”

Simply, no. We are extremely conscious about the corporate culture we've developed at Sunshine Media Group, and a "Glengarry Glen Ross" type of environment would not fit with our corporate identity. As a sales and recruiting profession I am however ultimately judged by the results that I drive for our business and how I personally affect downstream revenue.

Ashley
Ashley

Absolutely yes! I would love for any employer to allow flexibility in the work place. As a recent graduate who is entering the workforce for the first time, I see how much stress people are under in the workplace. Flexibility in the workplace creates breathing room! However, some workplaces like hospitals for example wouldn't be able to utilize this considering their job is more demanding.

Maria
Maria

I think this is a great idea for the right departments and teams. Tech comes to mind as a good department. However, customer service wouldn't work. Or antyhing that required a lot of team interaction. Sometimes we all need to look at each other to communicate and not just IM or email.

Maria
Maria

I think this is a great idea for the right departments and teams. Tech comes to mind as a good department. However, customer service wouldn't work. Or antyhing that required a lot of team interaction. Sometimes we all need to look at each other to communicate and not just IM or email.

Erica
Erica

I think this is a great concept - in the right areas. Perhaps sales, IT, graphic design, some of those areas that have a very low "customer service" responsibility and can work independent of a team.
I work in a manufacturing facility, so for the bulk of our work force, this couldn't work. They must meet a production schedule. For our salaried group and management, they need to be here during the hours when they can be of service to those working on a necessary schedule.
Where I would see the biggest issue is in the fact that very few positions can be merited based ONLY on results. There is also a large element of interacting with co-workers, working on a team, etc. There may also be a fairness issue - dealing with the fact that some groups can get away with this arrangement, and others must be present during set times to get their job done.

Erica
Erica

I think this is a great concept - in the right areas. Perhaps sales, IT, graphic design, some of those areas that have a very low "customer service" responsibility and can work independent of a team.
I work in a manufacturing facility, so for the bulk of our work force, this couldn't work. They must meet a production schedule. For our salaried group and management, they need to be here during the hours when they can be of service to those working on a necessary schedule.
Where I would see the biggest issue is in the fact that very few positions can be merited based ONLY on results. There is also a large element of interacting with co-workers, working on a team, etc. There may also be a fairness issue - dealing with the fact that some groups can get away with this arrangement, and others must be present during set times to get their job done.

Michaelle
Michaelle

Do I think ROWF would work for my company? Absolutely NOT! Unfortunately for me, the heaviest work-load burdens are shared by a select few in our small office. The rest of the employees skate by doing what they MUST. We struggle to get 40 hours out of several (and I mean just being here 40 hours, forget an actual 40 hours of work). So, I think a ROWF would be unjust forcing those of us that are already stretched far too thin to be spread even thinner. . .Since I am already in a position where I can't even use my PTO when I need to much less as I want to and I work 60 hours/week and there is always more work waiting in the wings (I did just hire another person after over 2 years of begging and promises but it must get worse before it gets better), I don't see how it is even humanly possible for more:(

Michaelle
Michaelle

Do I think ROWF would work for my company? Absolutely NOT! Unfortunately for me, the heaviest work-load burdens are shared by a select few in our small office. The rest of the employees skate by doing what they MUST. We struggle to get 40 hours out of several (and I mean just being here 40 hours, forget an actual 40 hours of work). So, I think a ROWF would be unjust forcing those of us that are already stretched far too thin to be spread even thinner. . .Since I am already in a position where I can't even use my PTO when I need to much less as I want to and I work 60 hours/week and there is always more work waiting in the wings (I did just hire another person after over 2 years of begging and promises but it must get worse before it gets better), I don't see how it is even humanly possible for more:(

Angie
Angie

Logistically, ROWE would definitely not work for our team members directly involved in the manufacturing aspect of our business. However, I could see its application to some of our support staff: IT, accounting/finance, purchasing, HR, etc.

Angie
Angie

Logistically, ROWE would definitely not work for our team members directly involved in the manufacturing aspect of our business. However, I could see its application to some of our support staff: IT, accounting/finance, purchasing, HR, etc.

PJ
PJ

I think ROWE is a fantastic way of boosting employee morale and engagement, and it can be used as a "perk" for some employees (it works for me!)

I work for a global manufacturer, and I realize it won't work for everyone in my company. I work on global projects so I need the flexibility during the workday to balance work/life since I'm on calls in the early mornings, during the day, and late evenings. ROWE is great for these types of situtations where it's the results that matter--not where/when you're doing the work.

PJ
PJ

I think ROWE is a fantastic way of boosting employee morale and engagement, and it can be used as a "perk" for some employees (it works for me!)

I work for a global manufacturer, and I realize it won't work for everyone in my company. I work on global projects so I need the flexibility during the workday to balance work/life since I'm on calls in the early mornings, during the day, and late evenings. ROWE is great for these types of situtations where it's the results that matter--not where/when you're doing the work.

Donna
Donna

We are a printing company, and ROWE would not work for those employees on our production floor. The ROWE would interrupt the production process. Our workflow determines whether we meet deadlines and WOW our customers. We are tied to accountability and responsibility. I beleive ROWE would work better in a retail environment than a manufacturing environment. It's a good concept for companies without strict production deadlines.

Stacy
Stacy

I think that the staff on my team would enjoy this freedom. I even believe some of them may produce the results in order to have the freedom. I do also believe that I need some one here 8-5 to take care of clients who have that expectation of us. It's a great concept, but I'm not sure how I can make the logistics work in my 5 man Team.
-S

Stacy
Stacy

I think that the staff on my team would enjoy this freedom. I even believe some of them may produce the results in order to have the freedom. I do also believe that I need some one here 8-5 to take care of clients who have that expectation of us. It's a great concept, but I'm not sure how I can make the logistics work in my 5 man Team.
-S

John null Wheeler
John null Wheeler

This would not work in the community where I have my Liberty Tax store because those people whom I have hired are looking for something for nothing and rather than only being paid for their completed tasks.

When I told my star preparer that I wanted her to study on her own time to learn more and be compensated a set amount for each tax return completed during the slow part of the season, she quit saying, in effect, "if you aren't going to pay me for sitting around and doing nothing, then I would rather earn nothing than earn a little".

Doug
Doug

Although I would like to be in a ROWE environment, it would not work for our company. We are a sales office with three distinct product lines requiring technical help for all three. There isn't really any overlap of responsibilities as there are less than 30 employees. Our customers are located all across North America, so we have to have people available to handle customer service more than ten hours per day. Our outside sales employees are in a ROWE situation, with responsibility for results only; we could extend it to everyone if we had more duplication of work.

Doug
Doug

Although I would like to be in a ROWE environment, it would not work for our company. We are a sales office with three distinct product lines requiring technical help for all three. There isn't really any overlap of responsibilities as there are less than 30 employees. Our customers are located all across North America, so we have to have people available to handle customer service more than ten hours per day. Our outside sales employees are in a ROWE situation, with responsibility for results only; we could extend it to everyone if we had more duplication of work.

Meghan
Meghan

“Do you think a results-only work environment would work at your company? Why or why not?”

As many have mentioned above, I think the concept is great, but it definitely has its limitations (ironically). This concept works well for those who are salaried employees, and who truly do not need to be in the office 5 days a week (i.e. sales, executives, upper level management, etc.). However, there are Federal and State regulations (we are a CA based company) that would be hard to work around for hourly employees. ROWE would also not work for our distribution division, or other divisions, such as HR.

However, I think it could be used as an incentive to continually grow as an employee and make it to that next level in the organization, so that even if your pay did not dramatically increase, you truly could have more control over your work/home life balance.

It is not something that could be quickly/easily implemented, but I believe that Best Buy is a company that has successfully implemented the ROWE concept for many corporate level employees. It is a great "out of the box" level of thinking.

Meghan
Meghan

“Do you think a results-only work environment would work at your company? Why or why not?”

As many have mentioned above, I think the concept is great, but it definitely has its limitations (ironically). This concept works well for those who are salaried employees, and who truly do not need to be in the office 5 days a week (i.e. sales, executives, upper level management, etc.). However, there are Federal and State regulations (we are a CA based company) that would be hard to work around for hourly employees. ROWE would also not work for our distribution division, or other divisions, such as HR.

However, I think it could be used as an incentive to continually grow as an employee and make it to that next level in the organization, so that even if your pay did not dramatically increase, you truly could have more control over your work/home life balance.

It is not something that could be quickly/easily implemented, but I believe that Best Buy is a company that has successfully implemented the ROWE concept for many corporate level employees. It is a great "out of the box" level of thinking.

Val Burns
Val Burns

ROWE would definitely not work in our manufacturing environment. Often a project arises or changes to a 'hot' status and we need every available body to get it completed and out the door. People are always helping out in whatever capacity they are needed and I wouldn't change that for anything.

Denise
Denise

I really am always open to hearing new and innovative ideas. I work in health care and we have guidelines for staffing but I have been an advocate for staff doing their own scheduling per unit. The idea of giving autonomy to staff can be a positive thing! I would really have to see more information on the ROWE program to determine if appropriate for our facility.

Denise
Denise

I really am always open to hearing new and innovative ideas. I work in health care and we have guidelines for staffing but I have been an advocate for staff doing their own scheduling per unit. The idea of giving autonomy to staff can be a positive thing! I would really have to see more information on the ROWE program to determine if appropriate for our facility.

Laura
Laura

Our company is clse to this environment now when the employees are in town. However we do project work for other companies so defining your own time would not always be possible. I do think our company with the exception of time out of the office could easily adapt this model.

Laura
Laura

Our company is clse to this environment now when the employees are in town. However we do project work for other companies so defining your own time would not always be possible. I do think our company with the exception of time out of the office could easily adapt this model.

Bernadette
Bernadette

I think ROWE would work in some departments but would not work well in others. I think it is a fantastic concept and would love to find a position where ROWE was in place. I think it takes a good level of comitment to the results and I can see the many benefits. I think the best part of a ROWE would be the work life balance that it creates. As a working mom I can imagine how helpful and ideal a ROWE would be.

Lynn
Lynn

We are using ROWE - although we never called it that! We treat all our colleagues as adults and they all manage their own time. We have no handbook. We have no time clock. All but one of our people work from a home office or on client sites. We do not track how much time is spent in either place (except for billing purposes.) Our turnover is basically zero in the last several years - not just in HR District Office, but in Higbee Associates as a whole. (We do have a part-time administrative person who may eventually leave for a full-time role, but even that hasn't happened yet.)

It works for us because we are a provider of services and if we don't bring in business, no one makes money. Everyone is paid based on what they bring in to the company and the time they put into contracts that others bring in. I can think of a lot of environments - as you can see above in others' comments - where it would simply not work.

Lynn
Lynn

We are using ROWE - although we never called it that! We treat all our colleagues as adults and they all manage their own time. We have no handbook. We have no time clock. All but one of our people work from a home office or on client sites. We do not track how much time is spent in either place (except for billing purposes.) Our turnover is basically zero in the last several years - not just in HR District Office, but in Higbee Associates as a whole. (We do have a part-time administrative person who may eventually leave for a full-time role, but even that hasn't happened yet.)

It works for us because we are a provider of services and if we don't bring in business, no one makes money. Everyone is paid based on what they bring in to the company and the time they put into contracts that others bring in. I can think of a lot of environments - as you can see above in others' comments - where it would simply not work.

Bill G
Bill G

I work for a results company and our turn-over is off the charts. Management barely last 2 years at any job-site. While the VP looks great with the numbers (in Profit) it is on the backs of everyone below him. They beat us with the stick that is suppose to have a carrot on it. They set unreal goals without our buy-in or opinion. We can win branch of the month but instead of it being an award it is the pillar to the altar of sacrifice. I read someone else's comment that it separates the men from the boys, well it also separates some very good members from the team that get tired of negativity.

Bill G
Bill G

I work for a results company and our turn-over is off the charts. Management barely last 2 years at any job-site. While the VP looks great with the numbers (in Profit) it is on the backs of everyone below him. They beat us with the stick that is suppose to have a carrot on it. They set unreal goals without our buy-in or opinion. We can win branch of the month but instead of it being an award it is the pillar to the altar of sacrifice. I read someone else's comment that it separates the men from the boys, well it also separates some very good members from the team that get tired of negativity.

Irma
Irma

While this sounds like a good concept, it would not work in our organization, since both the manufacturing side of our business as well as the customer service offered to our clients would suffer. There are various manufacturing departments and each produce a part of an engine and the final unit cannot be completed as scheduled if one department needs to wait for another to complete its part. Additionally, once orders are placed by our customers (some in different time zones throughout the world) they need to be able to contact a sales person or customer service representative to process their orders and answer their questions. The outcome would be that the "results" in the concept of Results-Only Work Environment would be greatly diminished.

Irma
Irma

While this sounds like a good concept, it would not work in our organization, since both the manufacturing side of our business as well as the customer service offered to our clients would suffer. There are various manufacturing departments and each produce a part of an engine and the final unit cannot be completed as scheduled if one department needs to wait for another to complete its part. Additionally, once orders are placed by our customers (some in different time zones throughout the world) they need to be able to contact a sales person or customer service representative to process their orders and answer their questions. The outcome would be that the "results" in the concept of Results-Only Work Environment would be greatly diminished.

Lara Alatise
Lara Alatise

While I think this would be a great concept several work environments; the concept would not work in our setting; we are in the business of providing 24/7 care to our patients. The level of staffing that is needed depends on the number of patient we have to take care and the level of the care that each patient requires. We have to constantly monitor the needs of the patients in order to project the staffing needed. If we allow staff to make up their own schedule; they may not be readily available when there they are needed.

Lise
Lise

I love the concept! Unfortunately, I don't think it would work in our business, which is retail. We might be able to use it for back-office/administractive functions, but I believe there has to be some face time in order to foster teamwork.

Lise
Lise

I love the concept! Unfortunately, I don't think it would work in our business, which is retail. We might be able to use it for back-office/administractive functions, but I believe there has to be some face time in order to foster teamwork.

Linda C
Linda C

This approach will not work for organizations whose purpose is to serve the public sector. In a medical care setting there are customers with immediate needs and demands. If you are to serve patients and families there has to be structure to ensure adequate staff are available for their well being and safety. There are ways to create a more functional and enjoyable work place through teamwork, dedication and taking ownership in the company for which you work.

Linda C
Linda C

This approach will not work for organizations whose purpose is to serve the public sector. In a medical care setting there are customers with immediate needs and demands. If you are to serve patients and families there has to be structure to ensure adequate staff are available for their well being and safety. There are ways to create a more functional and enjoyable work place through teamwork, dedication and taking ownership in the company for which you work.

Kim Jackson
Kim Jackson

On the surface this appears to be a creative way to bridge the gap between generations and work place expectations. I do not believe that it would work in all departments of our organization. For example, manufacturing requires a certain number of employees to be present at the same time to achieve production. There are other departments within the organization that may be able to experiment with this type of environment. The accounting department for example, may be able to take advantage of the flexibility of ROWE while maintaining performance expectations. The time required to achieve this type of culture would be significant and must start at the top with upper management respecting individuals fully based on performance vs. face time.

Kim Jackson
Kim Jackson

On the surface this appears to be a creative way to bridge the gap between generations and work place expectations. I do not believe that it would work in all departments of our organization. For example, manufacturing requires a certain number of employees to be present at the same time to achieve production. There are other departments within the organization that may be able to experiment with this type of environment. The accounting department for example, may be able to take advantage of the flexibility of ROWE while maintaining performance expectations. The time required to achieve this type of culture would be significant and must start at the top with upper management respecting individuals fully based on performance vs. face time.

Patti Stevens
Patti Stevens

This sounds like a great idea but it wouldn't work for our company because we deal with Homeowner Associaitions and all depts need to be available to answer questions for our customers on a normal business day schedule. With ROWE, there is a possibility at some point no one would be at their work station to field the numerous calls we receive a day therefore some sort of rotation would have to be set in place. It definitely wouldn't work for the receptionist and maintenance dept. I'm sure with the right product/service and the ability to ensure good, on time customer service this would be ideal for some companies.

KCI- Jax
KCI- Jax

In the field of corrections, this is not possible. You cannot monitor an inmate population from the grocery store. There is also no quantitative way to measure remote job performance. Inmates cannot come to you, you must go to them. Video conferencing could work on a limited basis, but again, not where security is concerned.
I can see many types of employment where this might be possible, but you would have to have a very mature work force. Most people are not able to handle the organizational issues and self-motivating actions this would require.

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  3. [...] of the more interesting discussions in The Hiring Site’s contest history recently unfolded around the very idea of workplace [...]

  4. [...] of the more interesting discussions in The Hiring Site’s contest history recently unfolded around the very idea of workplace [...]

  5. [...] of the more interesting discussions in The Hiring Site’s contest history recently unfolded around the very idea of workplace [...]

  6. [...] You were all more than a bit divided on the subject; opinions ranged from “This would NOT be a good environment at ANY company!” to “Yes! Thinking outside the box is what keeps America growing.” I’ve rounded up some of the highlights below (you can read the full list of comments here). [...]

  7. [...] work and family demands (i.e. promote flexible work schedules, provide access to daycare, promote a Results-Only Work Environment, [...]

  8. Trackback says:

    Funny

    I close my browser often for various reasons, and having to repeatedly log into my accounts like Facebook, Yahoo, Gmail, and etc, is very inconvenient and getting gold. Firefox 2 never did this, just my current Firefox 3..

  9. Trackback says:

    Great

    I want to start a website. It will be asking for money only to fund the seminars associated with holding meetings for the clients and for mailouts. How should I go about setting that up?.

  10. Trackback says:

    wow thats great

    I just installed a new itunes on a different computer, and I want to manually sync some videos to my ipod. What I need to know if if I plug my ipod into the computer(which is FILLED with my music) will it start to synchronize right away to the empty it…

  11. Trackback says:

    I have some question

    I don’t see a prompt or indication about how to start writing a blog. I want to know how to initiate one. Thank you..

  12. Trackback says:

    I have some question

    Without asking them to delete it, is there a way i can delete my own blog comments on someone else’s blog? Please help(:.

  13. Trackback says:

    Good info

    I have a hosted WordPress blog. For some reason, my blog posts are being sent out to followers of another blog. The other blog owners uses Blogger. We can figure out why or how this is happening?.

  14. Trackback says:

    I have some question

    I only want one of my posts to show on my blogger homepage, but it keeps showing the latest one, and I do not want to see that post. What can I do?.

  15. … [Trackback]

    [...] There you will find 92843 more Infos: thehiringsite.careerbuilder.com/2010/05/14/give-us-your-thoughts-for-your-chance-to-win-breakfast-for-your-team-three-months-of-coffee-and-more/ [...]

  16. Trackback says:

    Thank you

    How do I copy Firefox bookmarks between users on the same computer?

  17. … [Trackback]

    [...] Read More: thehiringsite.careerbuilder.com/2010/05/14/give-us-your-thoughts-for-your-chance-to-win-breakfast-for-your-team-three-months-of-coffee-and-more/ [...]

  18. … [Trackback]

    [...] Informations on that Topic: thehiringsite.careerbuilder.com/2010/05/14/give-us-your-thoughts-for-your-chance-to-win-breakfast-for-your-team-three-months-of-coffee-and-more/ [...]

  19. … [Trackback]

    [...] Read More: thehiringsite.careerbuilder.com/2010/05/14/give-us-your-thoughts-for-your-chance-to-win-breakfast-for-your-team-three-months-of-coffee-and-more/ [...]

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