Archives for the month of: June, 2008

 

 

“In a Results-Only Work Environment, people can do whatever they want, whenever they want, as long as the work gets done.”

Would this fly at your company? ROWE is the concept behind a new book titled Why Works Sucks and How to Fix It.  Would you be able to map all your activities to results? If not, why not? 

What brought my attention to this was reading a post that described ROWE and talked about how it brought to the surface all those employees who were “busy” without creating any results.  We all know someone like this.  Any time you ask them how they are doing they respond with an exasperated “I’m drowning in work! I can’t catch up!”  When you follow up with a “Really.  What are you working on?”  The answer is as evasive as a greased up pig in pool of canola oil!

The idea of ROWE is intriguing.  There are plenty of workplace experiments out there focused on flexibility, work-life balance, telecommuting, etc.  ROWE appears to take this all to the extreme – a true ParadigmHack – and based on the implementation at Best Buy, can be successful. Your thoughts?

Team

Over the last few days I’ve had the privilege of both facilitating and being a participant in a set of trainings at my company. Here are some observations:

  • During a session, the employees went through introductions and told us their years of service. In one group we had associates with 14, 22, 10, 13 and 8 years of service!
  • With associates with such long tenures the traditions of the company get passed to new joiners through the stories they tell – and some of them are doozies!
  • What does it tell you about our company when an employee with 29 years of service still signs up for a continuing education session?

As an employee with 3 months of service this experience opened my eyes to the potential of an organization that invests in its employees and gets loyalty in return (along with all the benefits that come with it!)

Recently my employer has launched an internal blog (running on WordPress!)  This is exciting on a number of levels.  One is that I get to share my message with my peers in a more direct manner. Two, I get to blog on internal topics that might not make sense to my broader Internet audience. Three, there has been a very promising uptake of the technology allowing me (and others) to read about what’s going on around the company and uncovering a bunch of different characters.

Interestingly, I posted a feedback comment to the developers blog about support for RSS.  After I submitted the post I was informed that the post is moderated.  Why would feedback be moderated? What are they afraid of – bad press?  The fact that the post was moderated illustrated to me that we still have a bit of a cultural change hurdle about letting go of control.  I hope that over time that people feel a bit safer in this world of information sharing and collaboration.