plumey's Blog

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Press:

New York Post
June 2, 2008
http://www.nypost.com/seven/06022008/jobs/stop_the_clock__113610.htm

Good Morning America Online
June 3, 2008
http://abcnews.go.com/GMA/Springtime/Story?id=4983600&page=1

http://TIME.com
May 30, 2008
http://www.time.com/time/business/article/0,8599,1810690,00.html

http://KSTP.com
June 3, 2008
http://kstp.com/article/stories/S464607.shtml?cat=1

MPR
June 2, 2008
http://minnesota.publicradio.org/display/web/2008/06/02/midmorning1/

BusinessWeek
June 2, 2008
http://www.businessweek.com/careers/managementiq/archives/2008/06/why_work_sucks.html

Blogs:

http://USNews.com
June 3, 2008
http://www.usnews.com/blogs/the-inside-job/2008/06/03/a-chance-to-find-out-why-your-job-sucks.html

Tim Ferriss
http://www.fourhourworkweek.com/blog/2008/05/21/no-schedules-no-meetings-enter-best-buys-rowe-part-1/

http://www.fourhourworkweek.com/blog/2008/05/22/no-schedules-no-meetings%E2%80%94enter-best-buy%E2%80%99s-rowe-part-2/

Time
May 27, 2008
http://time-blog.com/work_in_progress/2008/05/is_flex_time_a_load_of_hooey.html

37 Signals
June 4, 2008
http://www.37signals.com/svn/posts/1056-will-your-next-meeting-pass-the-blizzard-goggles-test

The Brazen Careerist
June 2, 2008
http://www.brazencareerist.com/2008/06/02/what-its-really-like-in-a-results-only-workplace-environment/

TechRepublic
June 2, 2008
http://blogs.techrepublic.com.com/10things/?p=362

Manager Tools Forums
May 31, 2008
http://www.manager-tools.com/forums/viewtopic.php?p=22605#22605

Cube Rules
June 2, 2008
http://cuberules.com/2008/06/02/the-case-for-a-results-only-work-environment/

Hi jerwilkins! I try to look at results as OUTCOMES not ACTIVITIES. For example, I wouldn't evaluate a developer by the lines of code written. I would evaluate the outcome - perhaps its customer satisfaction, website developed on deadline and quality of team interactions. All elements are measurable and are outcomes based. In our ROWE, the results and method of evaluation are discussed and agreed upon by both the manager and employee. You're absolutely right that involving the employee will help them feel connected to the larger organization. It's up to each individual to contribute and to make ROWE work.

Great question! I believe a ROWE makes employees true exempt employees, not contractors. Contractors are often selected to perform specific tasks at an hourly rate whereas exempt employees are paid for results and to perform a role. In a true ROWE, results and outcomes are rewarded - not the individual activities. Also, ROWE removes time restrictions so that employees to focus on counting hours like a contractor might instead shifting focus to the outcomes. Employees in a ROWE are more like owner-operators with a stake in the business because of increased loyalty and engagement.

Here are some links to the recent press about ROWE:

Good Morning America Online
http://abcnews.go.com/GMA/Springtime/Story?id=4983600&page=1
Work When You Want, Where You Want?
June 3, 2008
By Tory Johnson

WCCO Online
http://wcco.com/local/work.sucks.rowe.2.738989.html
Work Sucks! How One Company Aims To Fix It
June 2, 2008

Star Tribune
http://www.startribune.com/lifestyle/19387009.html?page=1&c=y
By Bill Ward
May 30, 2008

Telegraph.co.uk
Work hours: calling time on nine to five
By Helen Kirwan-Taylor
May 29, 2008
http://www.telegraph.co.uk/portal/main.jhtml?xml=/portal/2008/05/29/ftoffice129.xml

http://Reuters.com
Business Books: A freelance lifestyle in a corporate workplace
May 29, 2008
By Lisa Von Ahn
http://www.reuters.com/article/companyNewsAndPR/idUSN2832352020080529

Hi Jake! I prefer to be included in expectation settings conversations. I find that I challenge myself more and am motivated by having these open dialogues with my manager. It definitely sends a strong message that I am included because I am valued and am trusted. Because I'm the subject matter expert and closest to the work I can help streamline goal setting to really focus on how my work can fit into the larger organization's goals. After expectations are set, I take the initiative to keep my manager informed. We talk about what makes sense in terms of rhythm and channel but it's up to me to get the work done and make sure people are informed appropriately of the progress and any hiccups. I think it's not so much visibility that's important to my managers but that they trust that I'm geting stuff done and keeping them informed as necessary.

Hello! I was able to see the save button and upload a photo successfully on IE7.