ROWE

Sometimes I see managers struggling to find the perfect balance between productivity and flexibility, especially nowadays working from home. That’s why I’m a big advocate for Results-Only Work Environments (ROWE). Here’s why I believe the principle ROWE can be a game-changer for agile teams:

• Boosts Ownership and Accountability: In a ROWE, the focus shifts from “time spent in office” to “results achieved.” This empowers team members to take ownership of their work and manage their time effectively. They become accountable for delivering results, not just logging hours.
• Increased Productivity and Well-being: ROWE allows for flexible work arrangements, which can lead to happier and healthier team members. When team members can avoid long commutes or schedule doctor’s appointments during off-peak hours, they’re more likely to be energized and focused when they do work. This often translates to increased productivity during their chosen work hours.
• Improves Focus and Reduces Distractions: Traditional office environments can be noisy and filled with distractions. ROWE empowers team members to choose work environments that minimize distractions and maximize focus. This can be particularly beneficial for tasks requiring deep concentration.
• Attracts and Retains Top Talent: The flexibility offered by a ROWE can be a major draw for talented individuals who value work-life balance and autonomy. This can be a significant advantage in today’s competitive job market.

Implementing ROWE effectively requires clear communication, established goals, and strong team trust. But when done right, it can foster a culture of ownership, productivity, and well-being – the perfect recipe for a thriving agile team.

Now, this doesn’t mean ROWE is a magic bullet. It’s important to consider your team’s specific needs and work style. But as an Agile Coach, I believe ROWE offers a compelling framework for creating a work environment that empowers teams to deliver exceptional results.

Of course, manager have to give up their illusion of control and focus more on the outcome than on the input of the team. But the reward might be valuable and lasting.