Professional Documents
Culture Documents
ABOUT CASE
# 'Results Oriented Work Environment' (ROWE) implemented by US based electronics retailer Best Buy in 2003-2004. # ROWE initially started as an experiment to stem attrition in two departments at the corporate headquarters of Best Buy, but after its initial success, began to be implemented more widely. # The basic premise of ROWE was that productivity was the cornerstone of work, and work meant the achievement of results and not presence at the workplace. # ROWE focused only on 'results' as a measure of employee productivity. #In keeping with this, employees working under ROWE were allowed to work when they wanted, where they wanted, as long as they achieved their targets. # ROWE was hailed as a path-breaking program, which would give new meaning to flexibility and work/life balance. # Average productivity of ROWE teams had also increased 35 percent. # Employee engagement, which was a measure of job satisfaction and hence an important factor in retention, was also reported to be significantly higher. # Best Buy reportedly witnessed several non-quantifiable benefits as well. # In late 2006, Best Buy announced modified the version of ROWE to be implemented in a modified form in the company's retail stores, which employed almost 120,000 people for employeefriendly work environment.
OBJECTIVES
# ROWE focused only on 'results' as a measure of employee productivity. # Demanding work culture that glorified long hours. # Stem constantly increasing attrition at company. # lower stress and improve employees morale.
DISADVANTAGE
# Difference between the work and personal time of the employees could become indistinct. # The difference between work and leisure. #Stress and long work hours.
# Worked around 70 hours while standard work week is 40 hours. # Spread of work over 7 days instead of 5. # No monetary benefits. # Manager piling too much work with out any compensation. # Work is finishing early expected taking more free time. # Job performance could be measured in quantitative terms. # Not work for employees who preferred to have clear schedules and expect direction from their manager. # No synergy created by face to face communication. # Not innovative much. # Conditions handle better when physically present than on telephone or by email.
ADVANTAGES
# Flexible scheduling. # Trusting team members # Job satisfaction # Productivity increase # Lower level employees were excited " no restriction" work environment # Assigned targets in certain time frame # People are to work at whatever time they felt like working # System was made by which they could contact each other when needed # Online calendar and whiteboards # Cell phone and laptops # Conference calling or dialed meeting # ROWE made work easier # Employees happy with their freedom # Work/life balance # Attract best talent in recruitment
As with any change program, Best Buy also faced several issues in implementation of the program. To what extent were the concerns of the managers and employees(especially those against the program) justified? Comparison between the OLD and NEW work culture OLD Long Hours NEW Productivity at work measured by output.
Rewards and recognition went to who prioritized Assigned target for a certain time frame. work over personal life. Had to stay in office till the work do not finish. Working did not mean being at office.
Issues in implementation
- Required a complete overhaul of peoples attitudes towards work. - Employees misgiving about whether they would be able to cope with the new system. - Many managers wondered how they would establish authority if they could no longer control their employees work time. - Handling sludge(collection of attitudes and comments at the workplace that hindered the progress of ROWE.
hours per day. 5) Working from home - visiting office only once or twice a week. Remind employees of the Work/life balance.