Wednesday, July 18, 2007

Managing Smart

Best Buy has implemented some work principles that I could really get behind. Or make me want to work for them.

Smashing The Clock

At most companies, going AWOL during daylight hours would be grounds for a pink slip. Not at Best Buy. The nation's leading electronics retailer has embarked on a radical--if risky--experiment to transform a culture once known for killer hours and herd-riding bosses. The endeavor, called ROWE, for "results-only work environment," seeks to demolish decades-old business dogma that equates physical presence with productivity. The goal at Best Buy is to judge performance on output instead of hours.

It makes sense on so many levels that it is scary. It would involve trust. It would involve meaningful measurements. The potential is enormous. I know of a few employees who would appreciate the flexibility of working after their kids are in bed and during their school hours.

I applaud Best Buy for realizing that not every job means that you need to have your butt in a chair for 40 or more hours a week.


Samara Leigh said...

A flexible workplace is a growing trend that I hope more companies will implement. This enables workers to perform their jobs better, while allowing them to put family life first. A win-win for everyone.

Morgan said...

Years ago I had a job that was based on performance rather than time at the job. You had a quota of things to do and once you were done, you could leave. If I worked non-stop it turned an 8.5 hour day into a 3.5 hour day! The most amazing thing was that there were only 3 people out of 35 that took advantage of this method. Kudos for Best Buy. Just think if more companies would follow suit - there'd be a huge drop off in stress, leading to a much happier and healthier society. Why don't the politicians stop yelling at each other, stop coming up with moronic causes and implement this in America. I bet the first candidate to propose the "performance on output" just might take the Presidency!