I met with my team last Thursday and introduced them to ROWE. They liked the concept. The tricky part is implementing as much as we can within the flexibility already offered at our company. Fortunately, we do have a lot of options available. The key is to produce results, which my team is already good at doing.
I have experienced “the fork” (p. 168 in the book) many times and expect to encounter it more in the coming months. I want to be able to provide ample evidence of results. This is where the book and forum have been vague. What does a focus on outcomes look like? What is a good starting point to plan for and document results? I’m not looking for a form to fill out. But, based on the experiences at Best Buy, what works?
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mikesmind,
The truth? Most companies have a model or system in plae to plan for and document results, but they aren't using it because time/hours are more valued than results anyway.
A great place to start with the good old SMART system - this is a great way to get the conversation geared toward the right things. Especially the measurable part. The problem with SMART in the traditional work environment is that the wrong things are being rewarded, and there's too much leeway to lose the measurement aspect.
Once you have ROWE as the foundation, SMART works famously. Both employees and managers become ultra-accountable for the outcomes - and that's a beautiful thing.
C&J
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Thanks for pointing me towards SMART. It's Management 101, but usually goals are written in a squishy manner. We will work on making our planned outcomes SMART ones!
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