I’ve heard a lot of buzz about Results Only Work Environments [ROWE], particularly from the book, Drive: The Surprising Truth About What Motivates Us (Amazon link).
I was curious about finding a naysayer and found Why I Don’t Like Rowe | Renegade HR.Â The article points out ethics, some worker’s need for structure, and communication/morale/culture challenges of working remotely.
I thought of an even bigger challenges–loosely related to structure:
- Often, there isn’t much agreement on what results are.Â Driven employees will hit home runs that management won’t even understand.
- It’s so much more convenient to clock watch employees 8 to 5.
- Those same clock watchers would rather judge productivity by seeing that more than 40 hours in a week are logged by everyone than try to figure out if more than 1 hour per week of actual work was done.
- How the heck can you have a 3 hour, 120 person meeting if not everyone is working 8 to 5?