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Cali Ressler & Jody Thompson gave a keynote about Results Only Work Environment in September 2012 at Achievers Conference.
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Twitter: @jodyROWE Jody Thompson
Twitter: @caliressler Cali Ressler
Make ROWE the Status Quo
Industries • Education
• Utilities
• Financial Services
• Manufacturing
• Advertising
• Healthcare
• Information Technology
• Government
Today we will:
Talk about the results-only culture of work as a
basis for contemporary reward structures
Outline the things about work that are outdated
and undermine productivity and motivation.
Review the amazing results that organizations
are experiencing after adopting a Results-Only
Work Environment.
HEY! What about
• Administrative Assistants?
• Receptionists?
• Assembly line workers?
• Newscasters?
• Government workers?
• Bricklayers?
Surely you don’t mean EVERONE!
Are there some jobs that
shouldn’t focus on results?
Are there some jobs ROWE
wouldn’t work for?
ACCOUNTABILITY
No results? No Job.
It’s that simple.
What is the WORK?
That’s the question.
About the work • Client satisfaction
• Meeting deadlines
• Clear about results
• Measurement
Not about the work • Showing up
• Unproductive meetings
• Counting hours
• Looking busy
+ =
CONTROL
DEMANDS
THE
FLEXIBILITY
TRAP It’s LIMITED
It’s Not Fair
It’s Career Suicide
9
If the time clock
wasn’t driving your
work, what would be
driving your work?
• If you don’t schedule break times, everyone will take too
many breaks or all break at the same time
• Without a time clock, nobody would show up to work
• Without a time clock, some people would scam the
system
• Tracking time helps us understand capacity
• The best relationships are built face to face
• Rules are important; they keep people in line
• People who are at work are working
Boy those smokers
get a lot of breaks!
Can’t your spouse stay home
when your kid is sick??
How did Bob get a
promotion? He’s
never even here!
Characteristics of
The Culture of Work in America Physical workplace
Managed flexibility
Management-controlled
Time-focused
Policy driven
Lots of meetings
Lots of ‘drive-by’ interruptions
Full of presenteeism
Expensive amenities
Judgment/labels
The Language of Work Can I leave early?
How many vacation days do I get?
Can I telework?
We need more staff to do this
I’m not using my cell phone for business unless you pay
for it.
I’m done at 5. And I don’t put in any time on weekends.
What perks do I get?
Where’s Bob? We started 10 minutes ago!
I put in at least 50 hours last week
Characteristics of a
Results-Only Work Environment Nimble, efficient Adult Workforce
No schedules/time clocks
100% accountability
Measurement job #1
Deadlines are met
Results, not face-time
Performance driven
No judgment/labels
No outdated policies/rules from last century
Language of
Results-Only Work Environment How can we be more effective?
Let’s get clear on how to measure our results
We’ve got that covered
How can I help?
What do you need?
Is everyone clear about the outcome?
Policy (rules) versus Performance
• POLICY: When you’re working off-site, I’ll need to see a log of activities you are
completing each hour during an 8 hour period. The log of activities needs to be
submitted at the end of each day that you are working offsite.
• PERFORMANCE: Conquering the backlog of applications will ensure the citizens
of XYZ County (our customer) that require these services are living in a safe and
healthy manner (outcome). Therefore, we are going to process applications
wherever makes the most sense to get them completed at the time service is
required (result). We will measure call volume, application process time, and
window wait time (measures) to make sure we effectively and efficiently meet our
outcome.
Manage the work, not the people.
Case Studies
Organizations Trained by CultureRx
Experience: Improved productivity
Expanded individual and team capacity
Enhanced customer satisfaction
Maximum creativity
Attraction and retention of the best talent
Improved engagement and morale
More efficient use of space/reduction of space
Human Services and Public Health
Department – 2700 employees
• Stress levels decreased by 24%.
• 11% of the employees increased their exercise,
the group had an 8% overall health score
improvement
• Reduction in sick time usage of 8%.
• Biz Results Example: Central imaging
productivity increase 33%.
Fairview Health Services IT Department = 360
employees
50% decrease in overtime hours
3.6% decrease in the average number of trips made by
employees during rush hour
50% decrease in paper usage
87% of managers report they are more productive at
work, reporting a 27% gain in productivity
67% of individual contributors said they are more
productive at work, reporting a 35% gain in productivity
Outlet, which had its highest sales and
earnings performance ever post-ROWE
training, continues to overachieve.
Then Gap brand, which had been in a slump for
most of 10 years - first 6 months of the 2012 fiscal
year (post 2011 ROWE training) has had the best
performance in a decade.
Gap Inc. Direct (on line, Athleta, and Piperlime) already
had nearly a decade of non-stop breakthrough
performance, and has continued after their
ROWE training
BR, has had the best business in the past year, post-
ROWE training, that it has seen in at least 5 years.
“Today, based on the strength of all of our North America
businesses (all of which are a ROWE except Old Navy),
we reached a 12-year-high stock price of $35.99. While
I would never try to argue that ROWE is singularly
responsible for this performance, there is no doubt in my
mind that it is a significant contributing factor.”
Eric Severson, SVP Gap Outlet Division
JLBuchanan
35 Employees (and growing)
Top-line growth
23% 80%
It’s up to ALL OF US:
Do we want to be part of a 20th Century
workPLACE or a 21st Century
workFORCE?
Next-Generation R&R
• Given on an ongoing basis
• Recognition by anyone
• Clear differentiation between recognition, rewards, and their relative value
• Platforms make recognition process easy and accessible
• Aligned with values, performance, or special initiatives
• Individuals select their own rewards
• Advanced analytics
21st Century Culture
• Not bound by time clock
• Accountability at all levels
• Crystal clear focus on measurable results
• Communication is fluid and focused; technology is a tool
• Aligned with an altruistic outcome that matters
• Opportunistic; succeed based on real results, not perception
• Teaming and collaboration uncluttered by nasty judgment
For more information, visit:
www.gorowe.com
Results, not face time
Promoting better communication
The customer
Proactive planning within and between departments
Eliminating non-value add and redundant activities
Being more productive, efficient, and nimble
Everyone using common sense- we’re adults!
Accountability at all levels
Competence, not complacence
Creating a workforce, not a workplace
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