Linked – Scrap Your Work From Home Policy
“OK, so here’s where it gets difficult. Because just saying “work from anywhere” won’t work unless you know what you’re working towards. In an autonomous working world, clear purpose, mission, and goals and objectives are important. We need to get clear on the results we are responsible for, and measure those – not the time spent attempting to achieve them. This is the entire basis of the Results-Only Work Environment, developed by Jody Thompson and Cali Ressler several years ago.”
There are a lot of comments on this post about trust. That you have to trust your employees to let them manage their own time, etc. I don’t think that’s true. I don’t need to trust the people reporting to me when they aren’t in the office any more than I have to trust them when they sit just across the hall from me for 8 hours a day. Both require a level of trust, but what one environment demands of a manager is much different, and that is a clear definition of what is expected. To go to a ROWE-style of workplace the remote employee has to know what is expected of them. How else can you manage your own time effectively?
I don’t think we have a lack of trust as much as we have a lack of clear, measurable, goals. So we measure people not on results, but on attitude, teamwork, dedication as defined by time spent working, etc. None of those things are bad, but do they get the job done by themselves?
No, of course not. Having a great attitude from your cubicle every single day is a guarantor of nothing if we don’t define what it is we’re supposed to be doing, and if we can define the goals, and communicate them effectively, you’ll be amazed at the number of different ways those folks will accomplish them, all without our input.