ROWE and a Happy Team! | Barbara Medvedieva
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The document discusses moving from a time-based work environment to a results-only work environment (ROWE) where employee retention is based on output and performance rather than time spent. It advocates for focusing on achieving results and meeting deadlines rather than hours worked. Key aspects of ROWE discussed include self-organized, goal-oriented employees and effective planning to define deadlines, ensure quality, and facilitate communication.
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ROWE and a Happy Team! | Barbara Medvedieva
- 2. INTRODUCTION • Barbara Medvedieva • Work at Murka • Product Owner for more than 3 years • Gambling is fun
- 4. TODAY WE WILL TALK ABOUT• working by calculating hours VS achieving the result • result only work environment • people who achieve the goals • goal oriented planning • broken window theory
- 6. WORKING BY CALCULATING TIME • overtimes • unfinished tasks • underestimation
- 7. NOT PRODUCTIVE TIME FOR WORK • bad mood • don’t want to work at this time • some issues connecting families • illness
- 8. WASTING TIME
- 10. R.O.W.E. Results-Only Work Environment (ROWE) is a twenty-first century management concept that was invented at Best Buy company. ROWE is simply a result-oriented work environment that attaches employee retention to output and performance.
- 11. RESULT AND FULL-FILLED DEADLINES ARE MORE IMPORTANT THAN SPENT TIME
- 12. PEOPLE AND PLANNING IS THE MOST VALUABLE THINGS IN THE ROWE
- 13. PEOPLE SHOULD BE • self organized • high motivated • goal oriented
- 15. MAIN IDEA OF PLANNING: • deadlines • quality • communication
- 20. THANKS FOR LISTENING • Product Owner, Murka • Scrum Master, Murka • email: varvara.medvedeva @murka.com • Skype: mbarbarya
Hinweis der Redaktion
- Hello everybody today I want to share with you our experience in building result only working environment. I am Barbara and I have been working as Product Owner at Murka for more than 4 year. And I want to share with you our experience in building result only working environment.
- I am Barbara and I have been working as Product Owner at Murka for more than 4 year. And I want to share with you our experience in building result only working environment.
- How much time we spent on work is not the same with achievement the goal. We decided to start looking at the result not on how much time people spend to achieve their KPI. (I guess that everyone knows what is KPI) For some people is important thing how much time they spend at work and that doesn’t mean they spend all that time for doing their working tasks. They start to calculate how much time they spend! But actually a half of that time - they waste!
- After that people start telling about: ⁃ overtime ⁃ i tried to do it but it was not enough time to finish it ⁃ i underestimated that task But they didn’t achieve any result and what thy did cost nothing! The work like this i starting to be not profitable! pastry ( сырое тесто)
- Sometimes people are not able to work effectively: ⁃ bad mood ⁃ i don’t want to work now ⁃ issue with family ⁃ bad feeling (illness)
- But you must go to work and waste time there. We have working time, working day…but sit and do nothing To create effective team or company all employees should feel inspired to work (motivated to work) and want to show the result and achieve the main goal!
- Work on result is possible only when person feels freedom and have a choice what to do and where! And now we may speak about ROWE!
- Results-Only Work Environment (ROWE) is a twenty-first century management concept that was invented at Best Buy company. ROWE is simply a result-oriented work environment that attaches employee retention to output and performance. ROWE has one the biggest rule: Result and terms is more important than spent time!
- Result and terms is more important than spent time!
- What I mean: ⁃ no working days ⁃ no working time ⁃ no day-off ⁃ no sick days ⁃ no clocking in and out of work ⁃ greater teamwork and colobaration Every day is Saturday and you must show the result of what you are doing! But how it works? People and planning is the most valuable things in the ROWE
- First of all people! I believe that right people guarantee company to be successful! People should be self - organized and high motiveted! ROWE for people who may value their time and who wants to manage that by their own. I will tell a short story how was our transformation! During first three month, unfortunately, a few people left our company because they recognized that their time can be manager by their own. They had to work only with strict schedule and strict task flow. It is pity when people leave, but on the other hand, when we did that transformation we educated our employees using time management! And it helps them not only at work but in usual life too. We help increase the productivity managing time in right way. Therefore people may work when they want and where. Communication must be. People may choose the way of communication but everyone should be online and don't block the work of others. For example, if you want to visit 1 new country every once - you may do it and you don't need to ask no one, you must show the result and do not block others in their work. One of my artist decided to spend all winter in Bally for inspiration :)
- Second is planning! Planning makes that all! Plan costs nothing! In what way we do planning? Do you know smth about Agile/Scrum? Of course, We use some artifacts of Scrum but it is not clear because we don’t calculate working time! What is the main idea: ⁃ deadlines ⁃ Quality ⁃ Communication I will show you goal oriented planning not time oriented For example We have the goal to release THANKSGIVING SALE (24/11) But the developer underestimated the task for that sale and he may release it only 26/11. In this case we don’t achieve the goal What should we do on this case on usual life? CRY or ask people to do overtime In our reality the employee tells that he does it in time and it was his fold on estimation! Because everyone want to show the result and they knows that it will help them and the company to be in TOP GROSSING (if you know what I mean) What happens after that hard work? Developer will have with his standard speed. And that example shows how people motivated. Company cares about the employees in different ways. True story of one my team. TOPs set a goal for us and the reward was trip to some place which we choose on 1 week) All team had wanted to achieve the goal. Every person did his best to speed the process up. And we did it. We had the best vacation in Turkey with all our team :) it was the best team building. After coming back all our wanted to have new goal.
- For example We have the goal to release THANKSGIVING SALE (24/11) But the developer underestimated the task for that sale and he may release it only 26/11. In this case we don’t achieve the goal What should we do on this case on usual life? CRY or ask people to do overtime In our reality the employee tells that he does it in time and it was his fold on estimation! Because everyone want to show the result and they knows that it will help them and the company to be in TOP GROSSING (if you know what I mean) What happens after that hard work? Developer will have with his standard speed. And that example shows how people motivated.
- Company cares about the employees in different ways. True story of one my team. TOPs set a goal for us and the reward was trip to some place which we choose on 1 week) All team had wanted to achieve the goal. Every person did his best to speed the process up. And we did it. We had the best vacation in Turkey with all our team :) it was the best team building. After coming back all our wanted to have new goal.
- And I want to tell one of my favorite theory! It’s Broken windows theory Example: Consider a building with a few broken windows. If the windows are not repaired, the tendency is for vandals to break a few more windows. Eventually, they may even break into the building, and if it's unoccupied, perhaps become squatters or light fires inside.
- But how we apply this theory on our teams. If the team doesn’t know what that team member does - it is a signal that his result doesn’t enough to be shown, or he does unimportant things or he does not show any result. And in this case the team may get rid off that person if they feel that he is extra team member!
- Freedom is a big part of happiness and effectivity of team! Make team happy and they achieve any goal!