Results Only Work Environment - Keynote

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Outline the things about work that are outdated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