August 15, 2016 Leave a comment
I feel there is a resurgence to strive for work-life balance… with work as the evil twin in the relationship. But to find something you have to first know what you’re looking for… so…. ‘What is work-life balance?‘
Work-life balance is very personal. It’s different among co-workers doing the same or similar work; it’s different for each partner in a relationship; it’s different for each of your friends. Even your definition of work life balance will change over time… especially if you:
- Have / adopt a child
- Get a promotion / change jobs
- Inherit money
- etc. etc.
Work-Life Balance Is More Achievable Than Ever
While we’ve been striving for balance for decades, I think it’s more achievable than ever for a few reasons:
- Awareness / Desire
- Technology (Assists collaboration, information sharing and much more)
- More work is thought based
- Millennial expectations and influence
- Organizations are realizing it’s cost effective
I do a fair amount of Productivity & Time Management Training and I hear over and over how many of us do a few hours of quality work after dinner – before we hit the sack. Is that wrong – or is that the new way of working? I’m certain that work-life balance is showing us flexibility is possible and integration is the new norm.
Older Productivity & Time Management Training Studies Are Right… But…
There are tons of studies that demonstrate we are at our strategic – creative best in the morning. That’s why traditional best practices suggest avoiding mundane, low-strategy work until the afternoon and to protect evenings as valuable family time (and give your brain a rest).
But what about parents who don’t go to bed at 10PM and wake refreshed at 6AM… or the typical Millennial who is used to integrating all parts of their life (which now means work), throughout their day and evening? More and more people follow a nontraditional schedule where free time might be ‘when they can schedule a spare hour’.
I’m not saying this older model is wrong, I just think it needs to become more flexible. I believe that after a good rest everyone is more creative and more strategic… and as we become tired it makes sense that we become less creative and strategic (throughout an 8 or 10 hour marathon work day).
So, what if we changed the rules? What if we began taking mental breaks throughout the day? We all experience feeling refreshed and bright again after a break (even if our ‘break’ was going to the gym).
Enter ROWE (Results Only Work Environment).
With a ROWE, it doesn’t matter when an employee does their work or where they do it, as long as they meet agreed-upon project goals on time and on budget. Employees get to decide where and when they work – and what they work on.
If employees are required to get to an office they are punching a time clock – even if there isn’t a time clock in sight.
ROWE’s are a BIG opportunity for organizations to reduce costs while increasing productivity, creativity, employee morale and employee loyalty… especially in cities like Toronto, Vancouver, New York or LA where the average commute is at least an hour.”
How You Can Build a ROWE Performance-Driven Work Culture
Critical to your success is to have measurable results and hold employees accountable for their work. It’s also important to cut the connection between salary and goals because $$ can actually demotivate your employees (see previous blog: Link).
Make sure your employees work stands for something. I believe some of the key responsibilities of leaders is to help employees take pride in their work, reflect on what they have learned, and to see how their efforts make a difference for the company and/or their customers. That’s the kind of leader I want to be.
Take companies like Influitive in Toronto that develop Marketing solutions for Corporate clients – or Fireman & Company an international management consulting firm that specializes in the legal industry. Both of these organizations operate with a ROWE and benefit from having employees in different time zones and / or countries.
The added beauty of a ROWE is that organizations are able to hire the best talent from anywhere in the world – not being limited to geography… like within an hours drive.
Do Flexible Work Hours Count?
Flexible work hours count but are not a ROWE. A flexible schedule that allows an employee to come in at 6AM and leave at 3PM is still all about organizational control and making sure people put their bum in a seat; flexible work hours just provide a few more options. So it’s important to ask – do you want to make sure people show up… or are you more concerned about what they accomplish and the quality of their work?
If you are interested in what your employees accomplish (not where or when they do it), you have already making the mental transition to a Results Only Work Environment.
Autonomy at work is one of the greatest motivators emerging in today’s workforce. Autonomy is about setting your own work schedule with your teammates to ensure the people responsible do the work on time, on budget, and exceed expectations. This approach of ‘anonymity’, ‘team work’ and ‘self improvement’ is high – and I mean really high for Millennials.
ROWE Will Attract Loyal Millennials… And Other Generations
Millennials are known to have a more entrepreneurial spirit, wanting more anonymity along with mentoring. ROWE and anonymity helps employees feel like they are their own boss – even when working for a large organization. It helps employees design their own work-life balance. This can be a perfect solution for the organization trying to integrate Millennials into their work environments but having challenges with loyalty.
ROWE allows all employees (Millennials and other generations), to choose… to be in control of how, when, where and often what they are working on. For ROWE to exist it has to be supported by reliable metrics goals, objectives. It also means that reward has to reach beyond extrinsic motivators like $$… and must be supported by intrinsic motivators like C.A.P.S. (see previous blog: Link).
As time goes on I believe it will be an employees job-market… and employee flexibility will be key. With this new generation coming in, conversations are going to change between employers and labor unions about employees wants / needs and their productivity.
- Many Millennials don’t separate work and life or work and family / community.
- Millennials see work-life balance is whatever they are doing (volunteer, work, cooking, relaxation etc). I recently spoke with a Millennial and they said, “Work is in my life – my life doesn’t act outside of paid time – it happens all the time and this way I don’t have to miss out on any part of my life.”
It’s Critical To Measure Deliverables
When you measure deliverables and quality you can measure an employees real performance… and, over time a pattern always forms. As leaders, we all know the employee we can count on and the employee we can not count on… even though they both spend valuable time each day commuting to your office… IE: punching a time clock.
The anonymity employees want becomes their responsibility. They are ultimately responsible for their deliverables and therefore, their impact on everything else including their personal and professional reputation.
Involve your employees in all aspects of a project. Get their ideas on how to track the work – not the hours. ROWE has to be a corporate culture – and you have to hire the right people. You have to hire people based on values, ambition AND talent. Far too often we hire people on talent or who we like…. Therefore… people most like ourselves. EEEK.
This Blog is getting far too long, so in my next Blog I will further explore questions like:
- Won’t employees abuse their freedom?
- How to integrate ROWE into my work structure?
Happy communicating, mentoring, motivating… and training.
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