Implementing ROWE in Your Organization – A Comprehensive Roadmap to Success

by | Mar 24, 2025 | business growth, Leadership, life work balance, Outsourcing, Productivity, Remote Office Management, ROWE, Time Management, working from home, working remotely

OFFICE SUPPORT SECRETARIAT SERVICESAs organizations navigate the ever-evolving work landscape, the Results-Only Work Environment (ROWE) emerges as a powerful strategy for promoting flexibility and driving productivity. In this seventh installment of our blog series on ROWE, we’ll delve into the step-by-step process of implementing ROWE in your organization, addressing key considerations, best practices, and potential challenges along the way.

Laying the Foundation for ROWE Implementation

  1. Assess Your Current Work Environment: Before diving into the ROWE transition, it’s essential to evaluate your organization’s existing work culture, policies, and practices. This assessment helps identify areas that require change and provides a clear understanding of the current state of your work environment. Consider using surveys, interviews, or focus groups to gather feedback from employees at all levels.
  2. Develop a Strategic Plan: To ensure a smooth transition, create a comprehensive roadmap for your organization’s journey to ROWE. This plan should outline specific goals, timelines, and milestones. Involve stakeholders, including employees, managers, and leadership, to foster buy-in and commitment. Regularly review and update the plan as needed to address emerging challenges or opportunities.
  3. Communicate Effectively: Clear and consistent communication is vital for any successful organizational change. Articulate the reasons for adopting ROWE, its benefits, and what it means for employees. Address concerns, answer questions, and provide support throughout the transition process. Utilize multiple channels, such as town hall meetings, emails, or internal communication platforms, to ensure everyone stays informed.

Putting ROWE into Action

  1. Establish Clear Expectations and Guidelines: Define roles and responsibilities, set performance metrics, and ensure that employees understand the expectations in a ROWE environment. This clarity helps to alleviate concerns and empowers employees to take ownership of their work. Regularly review and adjust expectations based on feedback and evolving organizational needs.
  2. Provide Training and Support: To equip employees and managers with the skills needed to succeed in a ROWE environment, offer comprehensive training programs. These may include workshops, online courses, or mentorship opportunities. Provide ongoing support and resources, such as a dedicated internal communication channel or a ROWE-focused knowledge hub, to address questions and share best practices.
  3. Implement Gradually and Monitor Progress: Rather than a sudden, organization-wide shift, roll out the ROWE model incrementally. Start with a pilot program or department to test the new approach and gather valuable insights. Regularly evaluate the impact on productivity, employee satisfaction, and other key performance indicators to make data-driven adjustments and refine the ROWE implementation strategy.
  4. Address Challenges and Resistance to Change: Be prepared to address concerns, misconceptions, and potential resistance from employees or management. Maintain open communication, transparency, and ongoing support to overcome these challenges. Proactively share success stories and case studies to demonstrate the benefits of ROWE and build confidence in the new approach.

Embracing a Results-Only Work Environment can yield numerous benefits for your organization, including increased employee engagement and productivity, improved work-life balance, and enhanced trust and autonomy in the workplace. By carefully planning, communicating effectively, and addressing potential challenges, you can create a smooth transition to ROWE that benefits both your organization and its employees.

Stay tuned for the next post in our ROWE series as we dive deeper into best practices for managing remote teams in a Results-Only Work Environment.

Raving Fans

by | Sep 10, 2023 | Brand Image, Business, business growth, Customer relationships, Leadership, Marketing, Mastery, Productivity, Remote Office Management, Time Management, working from home, working remotely

raving fan imageOne of my favourite business books is “Raving Fans – A Revolutionary Approach to Customer Service” by Ken Blanchard and Sheldon Bowles.  Published in 1993, the concepts in this book are as relevant today as they were then – perhaps even more so. One of the best ways to increase customer retention is to simply over deliver whenever possible. Giving your customers or clients more than they were expecting is a great way to keep them returning to your store or website (read: “raving fan”).

Who doesn’t like to get free stuff?

How can you over deliver to your customers as often as possible? Here are some unique customer service ideas to get you started (not surprisingly, it’s the little things that count and it doesn’t have to cost much).

  1. Give your customer a bonus, this could be a sample product, access to a coaching call or access to a private mastermind;
  2. Send them an article or a website link about something you know they’re interested in;
  3. Offer your customer a coupon for a discount on their next purchase. This also helps to get your customers visiting your store or website again. You could also offer a free sample, a consultation or a buy one get one free;
  4. If you offer a service, the best way to over deliver is to get the project finished ahead of time. Beating deadlines is a wonderful way to add value to your own offers and gain lifelong customers;
  5. Small gestures can go a long way in gaining appreciative customers. Sending a handwritten thank-you note by regular mail is one way to achieve this. Other small gestures include sending birthday and anniversary cards, or any number of other card ideas. (Tip: ‘Lumpy mail’ gets opened more often than flat mail…)
  6. Why not set up something such as a Customer of the Month or Customer Shout Out. Here you would thank your customer or highlight something they did that you thought was really cool;
  7. Invite them on an outing at your cost and go with them – a round of golf, a cycling trip, concert, festival. This is a fantastic way to build rapport with your customers and shows them you care.

Don’t forget to celebrate with your clients and customers and even fellow business owners. If they win a new contract or make a significant improvement in their business, send them a card or small gift. This sends the message that you’re paying attention.

Another fantastic way to over deliver to your present customers is to network with other business owners. Refer local businesses that offer quality services and products, which you do not carry. By doing this, you create resources for your customers and clients and you also help support local business. Always be sure to check out these sources first though because your reputation is on the line. You don’t want to recommend a bad resource or product to anyone.

 

 

Outsourcing : the view from here

by | May 22, 2023 | Business, business growth, Leadership, Mastery, Productivity, Time Management, Uncategorized, working from home, working remotely

what is outsourcingOutsourcing of services is becoming more and more mainstream and with the abundance of former corporate workers who have vast knowledge and experience and now run their own businesses, you will likely be able to find someone to help you for a reasonable amount of money. Just as business owners can operate from just about anywhere, resources can provide services from anywhere. But whatever your needs are, always remember: “buyer beware”!!

Here’s a few things to consider when outsourcing:

  • The lowest priced outsourced solution may not be the best; good people cost money and beware that even these days, you still get what you pay for.
  • If you’re just starting out, outsource from the very beginning with a Virtual Assistant and a bookkeeper and grow your team from there. As your business grows, you can take on a web designer, a ghost writer, a graphic designer, an executive assistant, a project manager, etc.
  • Don’t outsource a task just because you don’t want to do it. There will be tasks that only you can do because they’re important to operations and strategic plan.
  • Always strike a fair deal with your resources and treat them with respect. You’re relying on them to handle important tasks for you and your business so don’t take advantage of them.
  • Bartering. This is a great way to get things done for no cost in exchange for services. Make sure that you and the resource are clear about the terms and that the services you each provide are both what you want. Beware that this mode of payment isn’t for everyone.

On the personal side of your life, you might think about outsourcing to further free up your time:

  • A personal assistant to help keep you and your family organized;
  • Housekeeper/house cleaning service;
  • Property maintenance;
  • Grocery service, errand service

When I first started my remote support agency, I thought I would lay-off my housekeeper, thinking that since I would be working from home, I could manage the house myself. A very wise business coach I met during my early networking days advised me against it. The reason? “You’re going to be at work during the day.” She was correct, of course, and my housekeeper is still with me to this day. What are your priorities? What would make your life easier and be less stressful for you? Give it some thought!

Employee Interaction in a Remote World

by | Mar 26, 2023 | Leadership, Mastery, Productivity, Team Work, Time Management, Uncategorized, working from home, working remotely

One of the key questions that a remote business employer receives from clients, or those thinking of starting their own virtual business is, “How do you know your employees are getting anything done? I mean, you are paying them but, what are you getting in return?” The easy answer is ‘Outcomes and Results’, as noted in our last blog post Managing a Changing Environment.

On the flip side, this article tackles some of the big questions asked by some of our remote employees:

  1. How do I know if I am doing a good job?
  2. Is there more I could be doing? Am I just one software program away from being able to obtain more work?
  3. What are other employees for the company doing and how do we all fit together?
  4. How do I work collaboratively with other employees to share ideas?
  5. What is the big picture for the company and how is my work a part of this?

The ability to answer your remote employees’ questions helps them know where they stand in the big picture of your organization and can increase productivity.

Although much of a remote employee’s work is done using technology, clear communication goes a long way, even in these days of remote ‘everything’. Whether through email, a phone call or an in-person meeting, remote employees can accomplish a great deal by using all forms of communication and answers the questions above.

How do I know if I am doing a good job?
Employees should simply ask the question to their employer and be prepared for potential constructive criticism. Employers should be monitoring the progress of the employee’s deliverables and be ready to provide this feedback, whether positive or constructive. Consider the setting to provide this feedback. An in-person meeting may be warranted, as an email may not provide the sentiment and feeling behind such a conversation.

Is there more I could be doing? Am I just one software program away from being able to obtain more work?
Again, employees should ask the employer if there is any available work, followed up by asking what tools and experience are required to do this work. Employers should check in with their employees to see if they have an interest in taking on other work and checking to see if there has been any change in their available tools to help you with your business.

What are other employees for the company doing and how do we all fit together?
Employers may want to consider planning opportunities for all employees to get to together to share work ideas and get to know who is playing what role in the business. Additionally, employers may want to create an employee list with contact emails and identification of who is working on what files, if it is secure to do so.

How do I work collaboratively with other employees to share ideas?
Following on the last point, employees may want to take advantage of opportunities to meet with others in the organization and share ideas with the entire team. Perhaps send an email to keep in contact and consider asking your colleagues if you have a question or need help, if your employer is ok with that.

What is the big picture for the company and how is my work a part of this?
Employees should have this discussion with their employer not just at the time of hire, but every once and a while to check in. The organization may have changed or new projects started and it is important for one to know where their efforts in an organization have an impact.

These questions are just the tip of the iceberg; making communication with and between employees integral in a remote business is an important component to the relationship.  So, if you’re feeling stuck, remember to just ask!