By Dustin McKissen
Flexibility and autonomy are essential to attract and retain employees - Goals especially - when one is at work results (Rowe) the ultimate tool for employee retention, right?
Maybe, but my experience in working in a ROWE is a total failure, and contributed to an unusually high turnover.
This is what went wrong:
1. Employees felt as pets, not people.
Just a result the environment, working originally developed at the Best Buy store, it differs from teleworking. Most telework agreements include some kind of fixed schedule, or at least a general expectation of life of the employees (and not) at work.
In a ROWE pure environment, there is no timetable. ROWE In the area I was working in that, either, because at least in theory, take a staff of five holiday than a week, every week, so long, or they do the job could no vacation days or holidays the remaining time.
This was not the reality. The reality was that staff had all the time in the blink of an eye. Conference call at 22:00 clock? How can you resist that if you spent quality time with your family all day long?
With the exception, not you spend your time with your family. They are working. Worse still, the feeling every time you answer see your calling makes you like a pet to a person to feel. Most of us expect our dog to come when called, no matter when and where you call.
It is a mistake to have the same staff expected.
2. a sense of class struggle is created among staff.
ROWE environments can be used for certain types of employees who work to fulfill certain functions. However, if you have a customer service representative of the whole day on the phone with customers there, you really can not work in a ROWE environment.
For customer service representative should be a fixed set of hours are among the results that he or she give birth. However, our CEO was so impressed by the concept of ROWE representatives customer service and other employees whose functions have in the office for a specified period of time will also be involved in the ROWE.
Like any work under ROWE these customer service representatives are given little or holiday anytime. Theoretically, they had all the time they needed, but in reality they were to be at his desk for a fixed number of hours. The result of all this was a class of employees who (and sometimes not) could work two days a week, and the other category of employees who have worked every day, including holidays.
He was incredibly bad and unfair to apply the ROWE in all areas, and if this system to implement, please, I know that this does not apply to all.
3. ROWE requires a stable foundation, so we do not do it.
A real ROWE is extremely flexible. Consequently, be built on a solid and stable base. The implementation of a ROWE without a solid foundation of expectations and defined policies and procedures is like trying a backflip off the four largest in the world after only learn to do Halfpipe skate yesterday.
It is very likely that you have planned the flame in a shower of broken skateboard and expensive dental treatment.
And we did.
ROWE requires a solid foundation of policies and procedures, leadership and experienced middle-aged at the top - what we needed. Even with the stability and experience, it is extremely difficult to implement, as recognized Best Buy, when he finally gave up the idea.
Want to be a great leader? Avoid ROWE and treat employees as human beings they are, and not a pet should be taken at their disposal.
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