ROWE is an HR strategy that revolves around how employees are paid. *Results-Only Work Environment (ROWE)

Rather than paying employees for the number of hours they work, companies that use ROWE pay employees based on their work output. Employees don’t need to work certain hours or even in the office, so long as they meet their performance metrics.

DOWNLOAD FREE E-BOOK: The Ultimate Guide to ROWE, The Outcome-Based Workplace for HR Professionals

WHAT DOES YOUR WORK CULTURE SAY ABOUT YOUR COMPANY?

FREE TWO-MINUTE QUIZ to find out how your work culture is impacting your company – for better or worse.

1. Lack of trust

Team members hide the truth about their own difficulties and the problems in the work of their colleagues.

Markers: - admitting weaknesses and mistakes from others is a taboo 

- reluctance to ask for help

- energy is spent not on tasks, but on impressing

- no one is interested in experience and advice from colleagues

2. Fear of healthy conflict 

The team does not address the most important issues. Behind the illusion of harmony, there is a lack of agreement on what needs to be done and why. 

Markers: - meaningless meetings are held;

- work life is full of resentment;

- difficult issues are not discussed openly;

- "neither hear nor listen"

- participants do not listen to each other

3. Irresponsibility

Fear of conflict creates fear of decision-making. The team does not make them or take responsibility for them.

Markers: - opportunities are wasted, time is wasted on thinking;

- fear of failure;

- frequent and excessive discussion of plans ("back to the plans");

- some team members make decisions at their own risk

A performance management system is a key tool to transform people’s talent and motivation into a strategic business advantage.

Performance management is mostly used for salary administration, performance feedback, and for learning about employee strengths and weaknesses.

How to Do It:

Establish development objectives. You work jointly with the employees in creating the development plan and its objectives.

Communicate effectively. You maintain regular and clear communication with employees about their performance, including both behaviors and results.

Motivate employees. You must reward positive performance. When you do it, employees are motivated to repeat the same level of positive performance in the future.

Document performance. You observe employee behaviors and results. You gather evidence about instances of good and poor performance.

Diagnose performance problems and performance decline. Provide the employee with resources so he/she can acquire more knowledge and skills, or addressing contextual issues that are beyond the control of the employee (for example, the employee is usually late in delivering the product because he receives information too late).

Develop employees. You provide financial support and resources for employee development (for example, funding training, allowing time away from the job for developmental activities).

🔽 How to Evaluate Your Performance Management System