tag:blogger.com,1999:blog-4156928519268765430.post2230943811229881212..comments2024-01-08T01:16:24.358-08:00Comments on Everyone Hates HR: My Go at ROWEMatt Cholertonhttp://www.blogger.com/profile/16909260019422204841noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-4156928519268765430.post-64644896370110042012009-04-27T20:45:00.000-07:002009-04-27T20:45:00.000-07:00Thanks CCC. It would be cool to see some successf...Thanks CCC. It would be cool to see some successful variations applied to retail. I know, I'm explaining covering all here, but why not some system where people sign up whenever they want to fill shifts? <br /><br />@Bob Corlett - It's crazy HR policy hasn't evolved more - and that we don't focus more on understanding and acting on what is directly impacting business.<br /><br />Hi Ashley - thanks for the note. I'm certainly not giving up on ROWE - I think any aspect companies adopt is good. As you said (in addition to the engagement and sweetness factor), ROWE mandates everyone is much more clear on defining results! This is what business/units need to be doing (should already know). Because they do not / have not understood what makes them successful is the main reason (answer to the BIG question) why I think more companies don't embrace it - they just don't fully know what results they are shooting for. I'm on your side Ashley - I heart ROWE ... I wonder if there is a baby step program for a broader range of companies (that are traditional/reluctant/etc...) to try out ROWE and see the benefits? (Like a design outcome and work from home day).....<br /><br />Thanks all - I love seeing your comments.Matt Cholertonhttps://www.blogger.com/profile/16909260019422204841noreply@blogger.comtag:blogger.com,1999:blog-4156928519268765430.post-10494550632806277882009-04-27T15:52:00.000-07:002009-04-27T15:52:00.000-07:00Matt,
I think one of the answers to your BIG quest...Matt,<br />I think one of the answers to your BIG question is that companies don't go ROWE more often because it means they actually have to spend time getting serious about defining results! If you are results-only, everyone (employees, management, executives) must be crystal clear on what those results are! Although companies should already have the results part nailed down (why are you in business if you don't?), this first step can be scary, difficult, and overwhelming.<br /><br />Glad you're not giving up on ROWE yet! And thanks for asking some of these important questions-we need more dialogue about ROWE and how it works.Ashley Ackerhttp://www.workstyledesign.com/blognoreply@blogger.comtag:blogger.com,1999:blog-4156928519268765430.post-24306530023623563832009-04-26T13:16:00.000-07:002009-04-26T13:16:00.000-07:00Matt,
Thank you for a thoughtful post. I think yo...Matt,<br />Thank you for a thoughtful post. I think you nailed it. The biggest obstacle to unleasing to power of ROWE is bringing HR practices out of the industrial age era, and into the modern era. <br /><br />Peter Drucker said knowledge workers need to learn to manage themselves... "making knowledge workers productive requires changes in attitude, not only on the part of the individual knowledge worker, but on the part of the whole organization."Bob Corletthttp://thestaffingadvisor.wordpress.comnoreply@blogger.comtag:blogger.com,1999:blog-4156928519268765430.post-87663755699912815842009-04-25T08:02:00.000-07:002009-04-25T08:02:00.000-07:00Great post Matt. I think the success of ROWE or a...Great post Matt. I think the success of ROWE or any business model comes down to the company's culture. Organizations that value innovation, creativity, and (to a lesser extent) loyalty will embrace it. <br /><br />I work in retail which is primarily concerned with cost savings. This doesn't mean that ROWE wouldn't work, just that it wouldn't be able to be applied to the majority of its workforce. Perhaps Best Buy, Zappos, and others will lead the way and create a viable model for my industry.Creative Chaos Consultanthttp://www.creativechaosconsultant.blogspot.comnoreply@blogger.com