Comments for Results-Only Work Environment (ROWE) | Created and Implemented by CultureRx

Comment on No, You Don’t Need a Social Media Policy by staceyswanson

staceyswanson — Sat, 04 Feb 2012 14:26:00 +0000

Kelly- as an HR person, I love your perspective and example! It’s all about the communication, not the tool used to communicate. And it comes down to trusting people to make the right decisions.

Comment on So, you think you’re in a ROWE? by Lorraine Ball

Lorraine Ball — Fri, 03 Feb 2012 19:19:00 +0000

It is less about asking permission and more about confirming if you will be in so others don’t count on you to be there.

At Roundpeg the only one to give you the evil eye is Clyde and she does that equally to everyone.

Everyone had same control over their schedule, so we are pretty close.

Comment on No, You Don’t Need a Social Media Policy by Cali Ressler

Cali Ressler — Thu, 02 Feb 2012 14:20:00 +0000

Very good point – great way of looking at it!!

Comment on No, You Don’t Need a Social Media Policy by ResearchImpact

ResearchImpact — Thu, 02 Feb 2012 11:06:00 +0000

My company doesn’t have an e mail policy so why does it need a social media policy? If you have a communications plan then social media becomes just another tool in that plan.

Comment on No, You Don’t Need a Social Media Policy by KellyK

KellyK — Wed, 01 Feb 2012 22:10:00 +0000

Good point. I don’t think you’ll ever *get* a mature culture by treating people like unruly children.

Comment on No, You Don’t Need a Social Media Policy by KellyK

KellyK — Wed, 01 Feb 2012 22:09:00 +0000

I should point out that I’m not suggesting that every policy needs to mention social media specifically. But if you’re giving examples, you may as well include a few that are social media related.

Comment on 6 Myths about Results-Only Work Environment by Christy Runningen

Christy Runningen — Wed, 01 Feb 2012 19:54:00 +0000

J – Wow, some fun stuff going on here, huh? Yikes. One good way to respond to people who think ROWE foes against team-building is to first acknowledge their fears. When they feel like they are being listened to, they may not be as likely to push their point even more. With this particular boss, I would probably ask for clarity regarding what outcomes he would be looking to achieve by people being present. Maybe he’ll realize that physical presence isn’t necessary or that other ways of participating may be just as effective. You might want to have a brainstorming session where you can discuss all the ways in which the various players can contribute. Also, a reminder that if you want to achieve diversity of thought and style, you might find people from all over the country and world that would best contribute…which means they probably would be participating in a way that is NOT in the office.

Let’s not forget, too, that team-building doesn’t have to be spontaneous, either. The best team-building happens when it is planned out in advance with clear outcomes and roles for everyone.

Good luck!

Comment on No, You Don’t Need a Social Media Policy by Michael Reynolds

Michael Reynolds — Wed, 01 Feb 2012 02:27:00 +0000

Thanks, Britany! It’s very encouraging to hear feedback like that

Comment on No, You Don’t Need a Social Media Policy by Ronnie Wooten

Ronnie Wooten — Tue, 31 Jan 2012 19:07:00 +0000

Social media policies, like so many other policies in the workplace, are just one more way to send the message to your employees that you do not trust them and you view them as immature children requiring constant guidance and direction. Remember the old days of dress codes? (I’m sad for you if your employer still adheres to this ancient employee handbook staple). Were you more productive, smarter, mature, adult-like back then? If I wear a red tutu while I work from my home office, am I any less qualified or are more results any less valuable than if I had on the traditional straight jacket or yore? NO. So to write a policy around how employees should act, speak, engage, etc. online in the world of social media is simply this: A WASTE OF YOUR TIME. To say that a culture has to mature before employees can be trusted to engage without such policy is ludicrous. What is a “mature” culture? By what benchmarks will you measure said maturity? Employees behave immaturely because they are being treated like children. When treated like the adults they are, you will find they are quite mature and have brains and common sense. As parents, we police what our children do and say and share on social media – to protect them and teach them. Are you your employees’ parent? NO. If someone says something inappropriate or damaging on social media, I can assure you they are doing the exact same thing on the phone and in email to your customers. That’s called a character flaw – or a performance issue – but a policy will NOT remove such risk. Social media is NOT the new Armageddon for corporate America as so many “experts” are suggesting. How do you write policies and place rules on new and uncharted territory? You don’t know what you don’t know. Period. A policy will not enlighten you to the unknown and the fear of may prohibit you from reaching a new level of success and that would be a travesty. Frankly, too much time wasted on debating this issue is already costing you valuable time and potential sales. Check out “The Thank You Economy” by Gary Vaynerchuk, trust your employees and sit back and revel in their “maturity” and how it propelled you to achieve goals you never imagined!

Comment on No, You Don’t Need a Social Media Policy by Britany Wallace

Britany Wallace — Mon, 30 Jan 2012 22:52:00 +0000

Excellent points made here, Michael. Your ideas seem like common sense, but so many owners or executives are afraid that people can’t be trusted. People learn what they are taught. If you teach your employees they cannot be trusted, they will learn that they cannot be trusted. If you teach them they cannot function independently of your schedule and step-by-step instructions, they will essentially become useless.

Thank you so much for highlighting the business inconsistency of thought! It is always helpful to hear the culture’s faults so we can address and fix them!