HR Policy: Unlimited Paid Vacation!

DELICIOUS
EMAIL A FRIEND

X

Email to a Friend

Please fill out the following information and click submit

Friend's Name

Friend's Email

Your Name

Your Email

Comments

 

Submit

Sending Email...

Thank You! Your email has been sent.

Contributing Business Writer

Collette McKenna Parker

September 30, 2008

Imagine completing a month’s worth of office work in two weeks so you can follow your favorite bands around the country for the rest of the month. Or telecommuting from a resort in Hawaii, or Florida, or your house, any time you wanted.
 
Employees at Best Buy are doing just that through the company’s new ROWE (results-only work environment) management philosophy, which is based on the premise that “giving employees complete control over their time is the best way to increase productivity in the workplace,” according to Lindsay Blakely in her article, “ What is a Results-Only Work Environment?” (Link here too)
 
The concept is that employees can work where and when they want, as long as their work gets done. This means crystal clear definitions of their job descriptions and responsibilities, and it also means “unlimited paid vacation time, no schedules, no mandatory meetings, and no judgments from co-workers and bosses about how employees spend their days. In other words, managers trust employees to get their work done and do not mandate — or even comment on — when, where, or how it happens. Because everyone is evaluated based on what they accomplish, as opposed to how much time they spend looking busy at their desks, it becomes clear very quickly who is actually getting work done and who isn’t,” writes Blakely.
 
It’s no joke: production at the Best Buy headquarters is up 35 percent. Read how and why it works – and where it does not – here.

Related Articles:

• Beyond The Bank
  How to get creative when the bank says no to a loan
• Does Factoring Cost A Fortune?
  When cash to run your daily operations becomes a problem, you have a problem.
• Assess Where You Are Today and Why You Want to Change
  How do you get your stakeholders to embrace the desired outcomes for your organization?
• A People-Friendly Culture
  What can small businesses learn from big businesses?