Does having a result-oriented environment works?

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MJ Gonzales│ ExecutiveChronicles.com

Day-to-day employees work on their required tasks in given hours, for five or six days in a week. And because this routine works for most companies’, it’s considered good more than bad. In connection to this, a research done by University of Minnesota suggested that result-oriented management with flexible working time system is also advantageous.

According to study initiated by professors Erin Kelly and Phyllis Moen based on Minnesota-based Best Buy and their 600 plus workers, they found out that company’s “Results Only Work Environment” (ROWE)  started in 2005 garnered  good outcomes.  Rowe is a company policy wherein employers don’t have definite work schedule and location as long as they fulfill their jobs.

“ROWE redirected the focus of employees and managers towards measurable results and away from a set work schedule and location. Employees could routinely change when and where they worked without seeking permission from a manager or even notifying one,” a U an M’s explanation about the campaign on discover.umn.edu.

In the said study, Kelly and Moen’s team evaluated how ROWE can solve work issues commonly occur like schedule control, work demands, and work-life balance.  After thorough analysis, their 8-month research revealed that there 45% less turnover of people.

“By showing that a policy initiative like ROWE can reduce turnover, this research moves the ‘opting out’ argument—whether one chooses family over work—from a private issue to an issue of how employers can change the workplace to better meet the needs of employees,” Moen shared.

Credit: stocksnap.io
Credit: stocksnap.io

Meantime, Inc’s reported that creating result-oriented management or culture should not end by hiring result-driven people.  They added that companies should settle first what the results they want their employees to achieve.

“Every company wants to hire people who are results-oriented. Unfortunately, they then put a lid on the types of results-oriented people they’ll hire. It would be better to define the results required first and then find people who will excel at achieving them. This is how you create a results-oriented culture. Not by wishing it, but by building it one hire at a time and holding those making the hiring decisions fully responsible for them,” Lou  Adler, CEO of The Adler Group, shared on INC.