What I especially love about this book is its focus on really tangible things that make work less stressful and more rewarding. PS: You can read more about this in an Atlantic article from 2014, “This is What Real Work Flexibility Looks Like.”. When I read this story in chapter 3, I couldn’t even fathom what it might feel like to live in a world where I was truly, fully trusted to have the best interests of the organization at heart. (When a new CEO came into the company, he nixed the program, probably (people guessed) to look tough.) But it turned out to be a massively popular and financially sound decision the company estimated it saved them $2.2 million over a three-year span, and overall employee productivity and happiness soared. The managers were pretty darn freaked out by this ROWE thing. There is no judgment about how you spend your time.Ĭan you even imagine this world?! I cannot.Nobody talks about how many hours they work.People have an unlimited amount of ‘paid time off’ as long as the work gets done.Employees have the freedom to work any way they want.People at all levels stop doing any activity that is a waste of their time, the customer’s time, or the company’s time.Trust me to do my job and I will deliver results and be a happier employee to boot.”Īs described in No Hard Feelings, the Best Buy HR team created a program called ROWE ( Results-Only Work Environment), which had 13 key guideposts, some of which I’ll share below: The importance of trustįosslien & West Duffy begin their chapter on motivation by relating the story of a pilot program implemented at Best Buy headquarters after a survey indicating employees overwhelmingly supported this statement: “Trust me with my time. It’s still there, and it still makes me smile. Quite a while back, I made this sign to post in my office.
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