Dear CHROs, are you building a Results-Oriented Work Environment (ROWE)?

#DBVisions

After the COVID-19 pandemic, ROWE seemed to be the talk of town with the work-from-home setup. In this workplace philosophy, organizations focus more on the outcome than the process. The most important performance metric of ROWE is satisfactory completion and handover of the work despite the bottlenecks of how and where (legal and ethical of course) the work is being done!

As a CHRO, there are several reasons, I strongly support ROWE, and some of them are as follows:

????????????? Better work-life balance

????????????? Less stress

????????????? Dedicated productivity

????????????? Shorter (or no) work-commute time

????????????? Improved organizational performance

If you are an #HR leader or a seasoned professional from the #CSuite, looking to achieve a ROWE, I bring you my top 3 actionable tips and strategies:

1.???????? Empower employees with freedom and flexibility

ROWE can only give you optimum results when you bestow your employee with the freedom of choosing how and when they work to meet their deliverables. You can encourage flexibility by:

????????????? Promote autonomy: Allow your employees to structure their PoA to attain their goals. They can choose from remote work, flexible working days and hours, and self-directed projects.

????????????? Provide useful tools and tech: Ensure employees have access to required project management software, communication platforms, or work tracking systems, among other tools that can assist them in any location.

2.???????? Practice and cultivate a results-focused culture

Stop preaching and start practicing! To build a culture of continuous results over process, you will have to shift the behavior and mindset not only of the employees but of the #CEOs, COOs, and those in the #C-Suite:

????????????? Communicate results-oriented behavior: The top leadership can promote and epitomize results-oriented behavior. By believing in the employees and trusting in their abilities to perform the task, they must invest in them for better results.

????????????? Model success stories: Apart from organizations, share success mantras and examples of individuals or groups of employees who have performed excellently under ROWE. This can fill the team with enthu and passion that can guarantee your organizational success.

????????????? Recognize and reward accomplishments and milestones: I have this point in multiple write-ups that I share because rewards always work! When you celebrate an achievement or a milestone, it motivates each employee and reinforces the importance (mostly reward) of results.

3.???????? Align ROWE with organizational strategy

All said and done, your ROWE practice will only succeed if it's well-aligned with your organizational strategies and objectives. Here’s how you can work around it:

????????????? Evaluate #HRPractices: Align the HR practices and policies to strengthen ROWE. You can adjust your performance evaluations, career development initiatives, and recognition programs.

????????????? Mix ROWE into business planning: Integrate the important ROWE elements into business planning processes. Ensure that all your organizational strategies and ROWE practices are aligned and back to each other.

????????????? Monitor and evaluate impact: Most importantly, assess whether ROWE is improving your overall business outcomes with better employee satisfaction. You can leverage the data or findings to improve or refine your ROWE practices.

?Finally, it must be noticed that ROWE isn’t encouraged by lots of businesses due to certain drawbacks, about which I will talk some other time… Until then share your thoughts about your idea of ROWE!

Reaching out for algos!

#CHRO #CHROFunctions #CSuiteFunctions #CEOroles #CEOjobs #CEOFunctions #HROperations #HRLeaders #HRwork #worklifebalance #Mythsandfacts #HRIndustry #HRInsights