by virtualworks | Feb 9, 2026 | Business, business growth, Customer relationships, KPI, Leadership, life work balance, Mastery, office management, Outsourcing, Productivity, Remote Office Management, ROWE, Team Work, working from home, working remotely
In our ongoing exploration of the Results-Only Work Environment (ROWE), we’ve emphasized the importance of trust, autonomy, communication, and empowerment in creating a successful work culture. To ensure that ROWE remains effective and relevant over time, it’s crucial to engage in continuous improvement efforts. In this sixteenth installment, we’ll delve into monitoring and assessing ROWE effectiveness, implementing employee feedback mechanisms, and adjusting and refining your ROWE approach over time.
Monitoring and Assessing ROWE Effectiveness
To maintain the success of a ROWE, organizations must regularly evaluate its impact on employees and overall performance. This can be achieved through a multi-faceted approach that incorporates both quantitative and qualitative measures. Consider the following strategies for monitoring and assessing ROWE effectiveness:
Key Performance Indicators (KPIs): Identify and track metrics that are directly related to ROWE success, such as employee satisfaction, productivity, retention rates, and goal achievement. Analyze these indicators over time to identify trends, measure progress, and determine the effectiveness of your ROWE implementation. Utilize data visualization tools or dashboards to make the information more accessible and actionable.
Employee surveys: Conduct anonymous surveys to gather feedback on employee experiences and perceptions related to ROWE. Regularly administer these surveys to track changes in employee satisfaction, engagement, and well-being over time. Pay close attention to both overall trends and specific areas of concern to inform your improvement efforts.
Performance reviews: Incorporate ROWE-specific elements into performance reviews to assess how well employees are adapting to the ROWE framework, managing their time, achieving goals, and contributing to the organization’s success. Use this feedback to guide individual and team-wide improvements in the ROWE approach.
Focus groups and interviews: Facilitate group discussions or one-on-one interviews with employees to gather in-depth insights on their experiences and perspectives related to ROWE. This qualitative data can complement survey findings and provide a more nuanced understanding of ROWE’s impact on the workforce.
Implementing Employee Feedback Mechanisms
Incorporating employee feedback is essential for refining and improving your ROWE approach. To create a feedback-rich culture, consider the following strategies for implementing feedback mechanisms:
Open-door policy: Encourage employees to share their experiences, concerns, and suggestions for improvement with managers or HR representatives. Foster an environment where employees feel comfortable providing honest feedback and ideas for enhancing the ROWE.
Anonymous feedback channels: Provide anonymous feedback channels, such as suggestion boxes or online forms, to encourage open and honest feedback from employees who may be hesitant to speak up otherwise. Regularly review and act on this feedback to demonstrate your commitment to continuous improvement.
Retrospectives and learning sessions: Conduct regular team meetings to reflect on past experiences, share lessons learned, and brainstorm potential improvements to the ROWE approach. These sessions can help teams learn from one another, identify areas for growth, and work together to refine ROWE strategies.
Employee feedback platforms: Utilize digital platforms or apps specifically designed for gathering employee feedback and facilitating discussions on work-related topics. These tools can streamline the feedback process and provide a centralized location for employees to share their thoughts and ideas.
Adjusting and Refining Your ROWE Approach Over Time
As your organization evolves and your workforce changes, your ROWE approach may need to be refined and adapted to meet the needs of your employees and your overall business goals. A dynamic approach to ROWE will help ensure its ongoing success and relevance. Consider the following strategies for adjusting your ROWE approach over time:
Continuous learning: Keep up-to-date on emerging trends, research, and best practices related to ROWE and workplace management. Apply these learnings to inform your approach and stay ahead of the curve. Encourage employees to contribute their own research or insights to foster a culture of continuous learning and improvement.
Iterative improvements: Make small, iterative adjustments to your ROWE approach based on feedback and performance data. This gradual approach can help minimize disruption and ensure that changes are well-received by employees. Be transparent about these adjustments and communicate their purpose and expected benefits to the workforce.
Change management: Engage in effective change management practices, such as clear communication, stakeholder engagement, and transparent decision-making, to guide your organization through the process of refining your ROWE approach.
by virtualworks | Nov 3, 2025 | Business, business growth, Customer relationships, KPI, Leadership, life work balance, Mastery, office management, Outsourcing, Productivity, remote meetings, Remote Office Management, ROWE, Team Work, Time Management, Virtual Assistant, working from home, working remotely
In our ongoing exploration of the Results-Only Work Environment (ROWE), we’ve examined the importance of autonomy, trust, and productivity in creating a successful and sustainable workplace culture. A critical aspect of this framework is effective communication, which ensures that employees understand expectations, collaborate effectively, and maintain a sense of connection within the organization. In this fourteenth installment, we’ll discuss setting communication expectations, implementing effective communication strategies, and maintaining a collaborative and connected environment in a ROWE setting.
Setting Communication Expectations
Establishing clear communication guidelines is essential for fostering a successful ROWE. Consider the following strategies to set communication expectations:
- Define communication channels: Determine the primary communication methods your organization will use, such as email, instant messaging, video conferencing, or project management tools. Ensure all employees are aware of these channels and know how to use them effectively. Establish specific protocols for each channel, such as using email for formal communication and instant messaging for more casual or urgent matters.
- Create response time guidelines: Set expectations for response times during work hours, including how quickly employees should respond to messages or requests. Clarifying these guidelines can help prevent misunderstandings and ensure timely communication without imposing strict work schedules. Take into account the different roles within your organization and adjust response times accordingly, considering factors like client-facing roles or team dependencies.
- Establish communication protocols: Develop standardized processes for sharing information, providing feedback, and managing conflicts. This may involve creating templates for common communications, outlining escalation procedures, or defining specific roles for communication within teams. For example, you could designate a communication lead within each team to ensure that information is disseminated effectively and efficiently.
Implementing Effective Communication Strategies
In addition to setting clear expectations, implementing effective communication strategies is crucial for maintaining open and transparent dialogue in a ROWE. Consider the following approaches:
- Regular check-ins: Schedule regular check-ins with employees to discuss progress, goals, and challenges. This can help ensure that everyone stays on track and provides an opportunity for employees to raise any concerns or questions. Use a combination of one-on-one and team check-ins to address individual and collective needs.
- Team meetings and collaboration: Schedule team meetings to facilitate collaboration, share updates, and provide a platform for idea exchange. These meetings can be virtual or in-person and should have a clear purpose to avoid wasting employees’ time. Encourage active participation and make sure all team members have the chance to contribute and share their perspectives.
- Feedback and recognition: Encourage employees to give and receive constructive feedback, share successes, and acknowledge the contributions of their colleagues. This can help foster a positive and supportive work environment while promoting personal and professional growth. Implement formal and informal feedback mechanisms, such as performance reviews, peer-to-peer recognition programs, or even a simple “kudos” channel on your communication platform.
Maintaining a Collaborative and Connected Environment
Creating a sense of connection and collaboration is essential for employee engagement and satisfaction in a ROWE. Consider the following strategies to foster a collaborative and connected environment:
- Social events and team-building activities: Organize virtual or in-person social events and team-building activities to help employees bond and build relationships. This can help counteract feelings of isolation that may arise in a flexible work environment. Engage employees in the planning process to ensure activities are inclusive, enjoyable, and reflect your team’s unique interests and dynamics.
- Open knowledge-sharing platforms: Establish channels or platforms where employees can share knowledge, resources, and best practices. Encouraging a culture of knowledge-sharing can help employees learn from one another, improve their skills, and enhance overall productivity. Examples include internal wikis, discussion forums, or even regular “lunch and learn” sessions where employees share their expertise or experiences.
- Encourage informal communication: Create spaces or opportunities for informal communication, such as virtual water coolers, coffee breaks, or social media groups. This can help employees maintain a sense of connection and camaraderie, even when working remotely or on different schedules. Encourage managers to lead by example, participating in these informal channels and fostering an open and approachable atmosphere.
In conclusion, clear communication is essential for fostering a successful Results-Only Work Environment. By setting communication expectations, implementing effective strategies, and maintaining a collaborative and connected environment, organizations can ensure that employees feel informed, supported, and engaged. This, in turn, can lead to increased productivity, satisfaction, and retention in the ROWE framework.
by virtualworks | Jul 14, 2025 | Business, business growth, Leadership, life work balance, Mastery, office management, remote meetings, Remote Office Management, ROWE, Time Management, Virtual Assistant, working from home, working remotely
In our ongoing series on the Results-Only Work Environment (ROWE), we’ve explored strategies for fostering productivity, trust, and accountability within organizations. As we continue to examine the benefits and challenges of ROWE, it’s essential to recognize the critical role that employee well-being and mental health play in this innovative work model. In this eleventh installment, we’ll discuss the importance of employee mental health, implementing wellness programs andsupport systems, and promoting work-life balance in a ROWE setting.
Recognizing the Importance of Employee Mental Health
A healthy work environment promotes mental well-being and ensures that employees feel supported and valued. In a ROWE, where employees have increased autonomy and responsibility, acknowledging mental health’s importance is crucial for success. Here are some key factors to consider:
- Stress management: Empowering employees with resources and tools to manage stress can help maintain a healthy work environment. This might include providing access to mindfulness apps, offering on-site yoga or meditation classes, or simply encouraging regular breaks. Organizations can also create quiet zones or relaxation spaces for employees to decompress during the workday.
- Emotional support: Create an environment where employees feel comfortable expressing their concerns and emotions. This may involve regular check-ins with managers, establishing an open-door policy, or implementing anonymous feedback systems. Additionally, promoting an inclusive and supportive company culture can help employees feel more connected and valued.
- Recognizing signs of burnout: Educate managers and employees on the symptoms of burnout and provide guidance on how to prevent and address it. Encouraging vacation time, offering mental health days, or providing resources for seeking professional help can demonstrate your commitment to employee well-being. Incorporate mental health into employee onboarding and ongoing training to ensure everyone is aware of the available resources and support systems.
Implementing Wellness Programs and Support Systems
Wellness programs and support systems are essential for promoting mental health in a ROWE. These initiatives can help employees maintain balance and seek assistance when needed. Some potential programs include:
- Employee Assistance Programs (EAPs): Offer EAPs that provide confidential support and resources for mental health concerns, stress management, and personal issues. Additionally, consider partnering with mental health professionals or organizations to offer workshops or seminars on various topics related to well-being and mental health.
- On-site fitness facilities or wellness initiatives: Encourage physical activity and healthy habits by providing access to fitness facilities, organizing team sports events, or offering healthy snacks in the break room. Incentivize participation in wellness activities or establish team challenges to promote a culture of well-being and camaraderie.
- Mental health workshops and training: Conduct workshops and training sessions focused on mental health awareness, stress management techniques, and mindfulness practices. These initiatives help normalize conversations around mental health and equip employees with tools to manage their well-being. Consider offering virtual workshops or webinars for remote employees to ensure inclusivity and accessibility.
Promoting Work-Life Balance in a ROWE
A Results-Only Work Environment (ROWE) inherently supports work-life balance by emphasizing results over hours worked. However, organizations can further encourage a healthy work-life balance by implementing the following strategies:
- Flexible scheduling: Allow employees to work during their most productive hours, whether they’re early birds or night owls. This flexibility enables them to manage personal commitments and maintain a healthy balance. Additionally, offer flexible work arrangements such as job sharing, compressed workweeks, or flexible work hours to accommodate individual needs.
- Remote work options: Remote work opportunities can reduce stress related to commuting and allow employees to work from environments that best suit their needs. Encourage employees to create a designated workspace that separates work from personal life, and provide resources or guidelines for setting up an effective remote work environment.
- Encouraging breaks and time off: Remind employees to take regular breaks, use their vacation days, and disconnect from work during non-work hours. Establish a culture that values rest and recovery as essential components of productivity and well-being. Encourage managers to lead by example, taking time off and demonstrating a healthy balance between work and personal life.
In conclusion, supporting employee well-being and mental health is critical for a thriving Results-Only Work Environment. By recognizing the importance of mental health, implementing wellness programs and support systems, and promoting work-life balance, organizations can foster a culture that empowers employees to reach their full potential while maintaining their well-being.
by virtualworks | Aug 13, 2023 | Business, business growth, Customer relationships, Leadership, Marketing, Mastery, office management, Outsourcing, Productivity, Team Work, Time Management, Virtual Assistant, working from home, working remotely
When you think of the most expensive admin assistant on the Planet, you might think of someone like Tony Stark’s assistant who puts up with all his quirks, but who is handsomely paid for her hardship. Or a billionaire’s assistant who is available 24/7 and at a moment’s notice may be called upon to drop everything and jump on a plane to Tokyo to attend meetings with their boss. You might think that…… and you would be wrong.
YOU.. yes.. you… are the most expensive admin assistant on the planet.
How can this be true? It’s because studies show that administrative tasks take up as much as 25% of an organization’s time.
So, what does this mean? Before we even talk about the dollar cost of this truth let’s talk about time. As a business owner, working a very conservative 60 hours a week, this equates to 15 hours per week. Which may not seem like that much, but how about when we look at the annual cost of this truth?
720 HOURS per year the average business owner spends on administrative tasks, that’s THREE MONTHS! Take that 720 hours and multiply by your client charge out rate. Not only is that a lot of money for doing back-office work that you shouldn’t be doing in the first place, it’s also money you haven’t billed because you’ve been doing “the paperwork”. If you outsourced these tasks alone at a much lower rate (hopefully) than you bill your clients, just think what you could do with an extra three month’s worth of time and a whole lot of extra money every year!!!
- How could your organization grow?
- What activities could you do with your family?
- How could you invest in your network and members?
- How could you serve your community?
If you have ever thought, “if only I had more time…” (you know that’s just an excuse, right?!?) and yet repeatedly find yourself burning the midnight oil filing invoices, inputting information into a database, updating your social media (or wishing you had time for social media)…
Everyone has the same 24 hours in a day so why not change things up and use those hours to full advantage?
by virtualworks | Jan 2, 2023 | Accomplishments, business growth, daily lfe, holiday, Leadership, Mastery, office management, Team Work, Time Management, working from home, working remotely
These last few weeks can be labelled as busy, chaotic, and exhausting and I’m not even talking about work! I’m talking about the holiday time off that just passed! While I am glad to be back at work, it’ s tough to get back into the routine again. On that note, I hope you have all had a wonderful, stress-free holiday. For those that are perhaps not feeling the back to work grind, I offer the information below.
Whether you had a relaxing time off, or you still need a vacation from your vacation, the transition back to the day-to-day routine of work, without the distraction, food and fun of the holidays is no easy task. So, first thing’s first: don’t be too hard on yourself, we’re all a little rusty getting back into the swing of things.
At times people may experience depression, the “winter blues” and anxiety. With winter settling in and the excitement of the holidays over, we push ourselves back to work and may not always recognize when it is time to take care of ourselves.
Don’t forget if you do need help right away the Canadian Mental Health Association has resources available.
A couple of years ago CBC posted an article on the anxiety of returning to work after the holidays and what you can do to manage it.
The signs of the “Winter Blahs” can include:
- Lack of motivation and loss of interest;
- Low energy;
- Difficulty sleeping; and
- Difficulty concentrating
However, there are a few ways to manage this form of depression that tends to linger during the winter months, so why not give some of these a try!
- LIGHT THERAPY:Use of an artificial light source, as light therapy to create the sunlight you would otherwise get during the summer months.
- SMALL ACCOMPLISHMENTS:Boost your motivation by completing small manageable tasks, recognizing each task as an accomplishment and step to a larger goal.
- HEALTHY EATING:Foods that contain the minerals and nutrients to get you through your day not only impact your physical health but can also be beneficial to mental health.
- STAY ACTIVE: (my personal favourite) Being active for 30 minutes per day is known to provide a fantastic boost of energy, confidence and provide an overall improvement to one’s mental and physical well being.
- EMBRACE THE COLD:As the winter is tucking itself in for a little while, there is no getting away from it and we may as well embrace it by getting out there and enjoying what it has to offer, such as skiing, snowshoeing, skating and even bundling up for that walk on your own or bring a friend.
So, what about getting used to that routine again? Even if you aren’t feeling the blues, maybe you are feeling the difficulty of getting back to the routine, so give a try with:
- Don’t set yourself up for negativity! – “Be the positive change you need.” I know it sounds a little strange, but taking a positive attitude to go back to work can be an excellent start to going back to work.
- Be ready for the pile of work and chunk it out into steps – sure you have been away from the office for a little while, so you might want to anticipate the pile of work that may be waiting for you.
Slow and steady wins the race:
- Step 1: Make that coffee have a seat
- Step 2: Make a list of the things that need to be completed
- Step 3: Then chip away at it, one thing at a time
- Be patient with yourself.
Bring something to work or do something nice for yourself and ease back into it. Remember it is a new year, so this can be a fresh start to fantastic things to look ahead and look forward to.
You can do it! Wishing you everything wonderful for 2023 from Barbara B. and the team at VWI.
by virtualworks | Oct 23, 2022 | Business, business growth, Leadership, Marketing, Mastery, office management, Productivity, Remote Office Management, Time Management, Virtual Assistant, working from home, working remotely
Have you ever come out of a meeting, or the end of day and caught yourself in a mirror and realized that you have a piece of schmutz in your teeth, or your cow-lick is asserting its personality again? We have all had that moment when we think “WHY DIDN’T SOMEONE TELL ME?”
As small business owners we can spend so much time in the tasks that we forget what our goals are. If only gauging how well we are running our business is as simple as looking in the mirror! When it comes to taking your business to the next level, a level of self-awareness is required to assess the needs of your business and how your management style can be maximized for growth.
Take a look at your business and your strengths and values (and be honest about it!). Determine what makes sense for you to do and what is reasonable for someone else to take care of.
To identify exactly what you need, do the following for one work-week:
- As you go through each workday, write down the daily tasks that you dislike doing (or, put another way, make a list of the things you do last because you keep putting them off)
- Write down all the projects you’ve “had on the back burner”; those projects and tasks that never seem to get done week after week, month after month.
- Write down all the things you spend too much time doing (why are you really in the office all the time?).
- Write down all the things you wish you had more time to do.
- Write down all the tasks you must do as a business owner.
Ask people you know to work through this with you as they may provide a different perspective. There might be metaphorical spinach in your teeth that they are begging for the chance to tell you about!
Don’t think about how much it will cost or how long to get these resources in place. Just think about you for now and ask yourself what you need to do in order to move your business forward.
Need help? Click here to get my free e-book to help you gain clarity.
In our ongoing exploration of the Results-Only Work Environment (ROWE), we’ve emphasized the importance of trust, autonomy, communication, and empowerment in creating a successful work culture. To ensure that ROWE remains effective and relevant over time, it’s crucial to engage in continuous improvement efforts. In this sixteenth installment, we’ll delve into monitoring and assessing ROWE effectiveness, implementing employee feedback mechanisms, and adjusting and refining your ROWE approach over time.
Recent Comments