What Are Results Oriented Work Environments?

Traditional management models no longer fit today’s technology. More employers give people the freedom to do their job, when and where they want. That’s as long as the work gets done. This is a management strategy called ROWE. It stands for Results Oriented Work Environment.

In ROWE, employees get paid for results rather than the number of hours worked. It begins to replace the 9-to-5 as it can increase productivity while lowering the work cost. So, it’s a win-win for both employers and employees.

The Goal of a Results Oriented Work Environment

Boosting employee productivity and getting the best talents is ROWE’s goals. If employees can work when and where they feel most productive, they produce more. It can also help increase employee accountability, job satisfaction, and company loyalty.

Who Uses ROWE?

In 2011, a leader at Best Buy needed to make the company a top choice for the best talents. Cali Ressler and Jody Thompson surveyed what the employees wanted most from work. It receives a unanimous response of “trust me with my time.” They come up with the Alternative Work Program – a choice of flexible schedules for employees. This program finally became popular as ROWE.

Today, a large number of companies use ROWE to create a strong company culture. Here’s a list of companies recently adopting ROWE:

Companies Adopting Results Oriented Work Environment

Overview of Results Oriented Work Environment

ROWE is a modified flexible work arrangement.

Flexible work arrangement needs permission. It’s management-controlled and requires policies and guidelines. The focus is time off. There’s high demand but low control. ROWE offers unlimited options without needing management permission. It’s controlled by employees requiring accountability and clear goals. The focus is on results, and there is high demand but also high control.

ROWE is an adaptive change.

It requires both a personal and organizational mindset shift. There are changes in procedural structures and management activities. You can access data from any location of choice.

There are situations where ROWE is not appropriate.

ROWE might not work on a customers service department. Also, if there’s a new or inexperienced employee requiring more support. Retail and service workers must still do their work at the workplace.

The Pros and Cons of ROWE

Below, is a basic list of the pros and cons of ROWE:


  • Less physical space because fewer employees spend time in the office.
  • Fewer sick days and take less time off. It’s because they can better workaround appointments, illnesses, and other events.
  • Healthier team with less work-related stress.
  • Saves energy and commuting expenses
  • Increases employee satisfaction. It decreases employee turnover reducing hiring and onboarding costs.
  • A major increase in productivity.


  • Can be difficult to manage. It’s often harder to communicate with remote employees who work varying schedules.
  • Possibility of unethical behavior. The value is only measured in results – not how they’re reached.
  • Those lacking self-discipline or self-motivation may not succeed in ROWE workplaces.
  • Doesn’t work for everyone. It’s impossible for consumer-facing fields like customer service or retail. It’s also difficult to put in place on collaborative companies.


A Results Oriented Work Environment is a novel concept. It could have a big impact on productivity, efficiency, and employee satisfaction. Yet, it’s not right for every organization. What’s most important if ROWE will work for you is knowing your business and your employees.