New Work Paradigm for Millennials & Gen Z is Results-Only

Among other things, the Results-Only approach is one potent solution to recruit, retain and advance more Millennials and their younger demographic cohort, Generation Z.

These two groups of young people are the most sought-after age groups in today's fluid labor force. But the Results-Only model is likewise applicable to every generation of workers, albeit based on their essential job functions and specific responsibilities.

The Results-Only model is especially important to a new generation of workers demanding more autonomy and a better work-life balance.

To wit: countless studies and anecdotal evidence show that many millennials want more autonomy in the workplace. This is important to achieve and maintain a healthy work-life balance, which is a non-negotiable job criteria for many Millennials (aka Gen Y) -- and has too often eluded Generation X and Baby Boomers.

While a ROWE might be viewed by some old-school employers as a major departure from traditional methods of employment, so were new ways of working at the dawn of the Industrial Revolution and thereafter.

That's why new management models, such as ROWE, are worthy of serious consideration.  

Maximizing Productivity

ROWE is the brainchild of HR experts Cali Ressler and Jody Thompson who introduced the concept to corporate America and have been instrumental in rolling it out at numerous organizations. Their long list of clients span many industries and job fields. They describe ROWE as follows:

• “A management strategy where employees are evaluated on performance, not presence.”
• “In a ROWE, people focus on results and only results – increasing the organization’s performance while cultivating the right environment for people to manage all the demands in their lives…including work.”

They say a ROWE can maximize bottom-line productivity by empowering professionals to leverage flexible work arrangements which provide the best results for the organization and its culture.

Some large private and public sector employers have already experimented with the ROWE, albeit on a limited basis. These organizations range from retail giants like The Gap and Best Buy to the U.S. Federal Government’s Office of Personnel Management (OPM).

ROWE co-founder Ressler told me:

• "ROWE teams see an average increase of 20% in productivity three months following training.”

• “Over the last five years, employers have been realizing it's not a question of if they should be embracing a culture of autonomy and accountability, but when they're going to do it.”'

• "As an executive, you feel responsibility and accountability for the success of the company. What if every single employee felt that same level of accountability? What if they operated as if they were an owner of the business?”
• "Because in exchange for that kind of accountability, employees get autonomy over when and where they achieve their well-defined results. Win for the business, win for the customer, and win for the employee."

• “In January 2012, Edmunds, an online resource for information on the U.S. automotive industry, officially instituted its company-wide ROWE policy."
• "Now, executives say the payoff has come in the form of an enhanced recruiting profile in the hyper-competitive tech space as well as increased retention, engagement and productivity among its 550 employees.”

Accountability & Trust 

One integral aspect of a ROWE is fostering a work culture based on accountability and trust between managers and workers.

Proponents of a ROWE say it can benefit progressive organizations by boosting employee engagement, morale, company loyalty and overall job satisfaction. These factors lead to greater bottom-line productivity and profitability for employers, a win-win outcome.

While a ROWE may have the potential to revolutionize work, it must also be understood that, similar to telecommuting, not all employees will be eligible. This is due to the diversity of job functions and specific job classifications.

Moreover, not all employees will be able to handle the high-level of accountability, trust and responsibility that is absolutely essential for a ROWE to prove mutually beneficial for the employee and organization.

Savvy employers will adapt to new ways of working for a new generation of workers.

Good Business Sense

On the other hand, a ROWE makes good business sense for some employers because:

• The traditional workplace paradigm with all employees under one roof -- like cattle in a barn -- is quickly becoming antiquated and arguably unproductive for many jobs.
• Flexible work arrangements can prove cost effective by allowing companies to ditch expensive office space in exchange for virtual work space that is conducive with new and evolving technologies.
• ROWE has many of the same benefits which have already proven effective via telecommuting.

While ROWE appears promising in theory, will it prove successful in practice?

This is the key question which companies should examine via new pilot programs for specified jobs on a case-by-case basis. Although not all employees will be eligible for ROWE because of their designated job functions, many others will be able to work more efficiently, effectively and expeditiously -- while also maintaining a more healthy work-life balance.

My Take

Therefore, as Millennials and Gen Z increasingly enter the workforce, savvy and forward-thinking companies will be experimenting with novel management models to leverage today's technology.

However, one key factor hindering the progress of Results-Only and similar work models is the fear of change by intransigent status quo managers. This is already evident with telework and flexible work arrangements at many companies.

Yet, what’s indisputable is that revolutionary change is coming to the modern workplace whether today’s old school managers like it or not.

Today's leaders cannot afford to reject positive change and innovation, such as ROWE, at the expense of greater progress, productivity, performance and profits. To the contrary, employers must embrace the high-tech information revolution to attract a new generation of talent. Otherwise that talent will be hired by more innovative business competitors.

In essence, modern approaches to today's high-tech workplace, like ROWE, will focus on maximizing productivity and human capital resources for all qualified employees, as appropriate to their jobs.

My prediction: look for ROWE and similar flexible work arrangements to gain more prominence, popularity and functionality as a new global work paradigm in 2016 and beyond.

What do YOU think?

You Also Might Like...

• Defining Work-Life Balance in Today's Mobile/Digital World (June 11, 2016)
• Top 10 Reasons Why Telework Makes Good Business Sense (June 5, 2016)
• Roadmap to Career Success for Millennials & Gen Z (April 25, 2016)
  

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NOTE: All views and opinions are those of the author only and not official statements or endorsements of any public sector employer, private sector employer, organization or political entity.