What if your team could work whenever and wherever they wanted, and still deliver strong results?
That’s the idea behind a results-only work environment (ROWE), a modern approach to work that’s challenging traditional management.
Gallup research has found that highly engaged business units are associated with 23% higher profitability and 14% higher productivity (based on production records and evaluations) compared to low-engagement units. So it makes sense that employers are always seeking ways to improve employee engagement.
But does ROWE tend to support engagement in the kinds of teams where autonomy actually works? And is it right for your business?
What Is a Results-Only Work Environment and Where Did It Start?
A results-only work environment is a work culture model in which employees are evaluated based on the outcomes they produce, rather than the time they spend working.
ROWE is built around flexibility and accountability, with performance measured against clear, measurable outcomes.
It was first pioneered by Cali Ressler and Jody Thompson in 2003 at Best Buy. The company introduced a ROWE pilot at its headquarters, which quickly gained attention for its success.
Employees were given the freedom to manage their schedules while still being accountable for meeting specific performance metrics.
Considerations for Moving Toward a Results-Only Work Environment
Moving toward a results-only work environment usually takes upfront planning, clarity, and buy-in. If you’re exploring ROWE, these considerations can help you think through what needs to be true for it to work well.
1. Define Clear, Measurable Outcomes for Every Role
ROWE works best when each role has specific, outcome-based goals. Employees need to understand exactly what success looks like so they can work independently and remain accountable.
Without clear benchmarks, even the most flexible workplace can become chaotic. Defining outcomes should include specific KPIs, timelines, and deliverables tailored to the role—not vague notions of “productivity.”
Project management tools like Asana or Basecamp can help make outcomes visible, so expectations don’t live only in meetings.
2. Train Managers to Focus on Coaching Instead of Monitoring
In a ROWE setup, managers often shift toward coaching and away from monitoring. Their role is to support, guide, and empower employees to reach clearly defined goals without micromanaging how or when the work gets done.
This shift from traditional oversight to empowerment requires training in emotional intelligence, performance coaching, and feedback delivery.
Gallup’s research suggests that about one in 10 people have high natural talent to manage, supporting the need for training and support when transitioning to a ROWE model.
Coaching-focused leadership helps create a trust-based culture where accountability thrives organically.
3. Set Communication Standards and Check-In Rituals
Regular check-ins and transparent communication are essential. Tools like Google Workspace can support shared docs, calendars, and lightweight documentation—useful when output matters more than face time.
However, tools alone aren’t enough. Teams need clear norms for how often to check in, what’s shared in meetings, and how decisions are documented.
Asynchronous updates, like weekly Loom videos or Slack standups, keep everyone in the loop without disrupting flow or autonomy.
4. Start with a Pilot Program Before Scaling Organization-Wide
Rolling out ROWE gradually helps reduce risk and resistance. Begin with a small team or department to test processes, identify challenges, and make adjustments before implementing the model across the entire organization.
Pilot programs provide valuable data about what works and what doesn’t before large-scale adoption. You can refine your approach based on team feedback, performance outcomes, and tool effectiveness.
A successful pilot builds internal champions who can advocate for the model company-wide.
5. Use Digital Tools for Project Tracking and Performance Measurement
Invest in performance-tracking tools. In revenue teams, a CRM like HubSpot can make outcomes measurable (pipeline, conversion rates, response time), which helps a ROWE model stay accountable.
Strong tracking tools help tie everyday tasks to larger goals. Platforms like Trello, ClickUp, or Monday.com also enable visual workflows that help teams self-manage their priorities.
Metrics dashboards provide transparency for both leadership and team members, encouraging accountability across the board.
6. Maintain Transparent Policies Around Flexibility and Accountability
Set clear guidelines about flexibility and accountability. Transparency in policies ensures that employees feel empowered to work from anywhere while still delivering results.
This means documenting expectations around availability, deadlines, and team participation. A shared handbook or internal wiki can answer common questions and minimize ambiguity.
Clarity on what’s flexible and what’s non-negotiable prevents conflict and supports a culture of trust.
7. Collect Regular Feedback from Teams to Adjust Processes
Employee feedback is essential for making ROWE work long-term. Regular check-ins and anonymous surveys can help you identify what’s working, what’s not, and where adjustments are needed to improve performance and engagement.
Feedback loops need to be structured and frequent. Use tools like Culture Amp or TinyPulse to track sentiment, spot friction points, and gather suggestions. Listening to your team is key to evolving ROWE from a concept into a sustainable culture.
8. Prepare for a Cultural Shift – Align Leadership and Staff Early
Implementing ROWE often requires a shift in mindset across the organization. It’s important to align leadership and staff around new expectations, values, and performance standards to ensure a smooth transition and long-term adoption.
This isn’t just an HR initiative – it’s a leadership commitment. Without executive buy-in, ROWE can stall or cause confusion across departments.
Hosting all-hands meetings, providing training, and revisiting your mission statement can help embed this change from top to bottom.
Advantages of a Results-Only Work Environment
ROWE creates a culture where performance thrives. From increased autonomy to reduced overhead, here are the key benefits companies can expect from adopting this model.
1. Higher Employee Autonomy and Satisfaction
ROWE gives employees the freedom to work when and where they’re most productive. This flexibility often leads to a more motivated and engaged workforce.
Shared docs and lightweight documentation can make it easier to collaborate remotely, which supports a ROWE-style setup.
2. Improved Productivity
With the focus firmly on outcomes (not hours), employees are more likely to work efficiently and meet goals.
Tracking tools can support this shift by making outcomes visible and tying day-to-day work back to measurable goals.
3. Reduced Office Overhead
Remote work options minimize the need for physical office space, leading to significant savings on rent, utilities, and other on-site expenses.
This makes ROWE especially appealing for companies looking to streamline operations and cut unnecessary costs.
4. Attracts Talent Seeking Flexibility
Top talent – especially from Millennial and Gen Z cohorts – actively seek flexible, modern work cultures. A ROWE model appeals directly to this workforce.
5. Increases Employee Retention and Reduces Burnout
ROWE supports sustainable work habits by giving employees more control over their time and energy. This autonomy reduces stress, prevents overwork, and encourages better work-life integration.
In Owl Labs’ 2025 State of Hybrid Work report, 40% of workers said they’d start job hunting if flexible work were taken away (and 5% said they’d quit). The same report also found 10% of office workers switched jobs vs. 4% of remote workers—suggesting flexibility can be a real retention lever.
This illustrates that autonomy is more than a perk. It’s a retention strategy.
Disadvantages of a Results-Only Work Environment
Despite its benefits, ROWE isn’t a perfect fit for every organization. Without thoughtful planning and the right tools, companies may run into some common pitfalls. Here are a few potential drawbacks to consider:
1. Not Suitable for All Roles
Some roles – like frontline service or jobs requiring constant supervision – aren’t compatible with ROWE.
2. Risk of Poor Communication
Flexible work environments can lead to fragmented or inconsistent communication if clear expectations aren’t established.
Without regular check-ins and well-defined communication protocols, teams may experience misunderstandings, delays, or a sense of disconnect.
3. Performance Measurement Can Be Complex
It can be tricky to define and track success in a results-only setup. Without clear KPIs, accountability may slip.
In some roles, outcome tracking is straightforward—ecommerce teams might use Shopify for sales metrics, while marketing teams rely on analytics and reporting dashboards to connect work to results.
4. Potential for Uneven Workloads
When results become the sole focus, some team members may quietly take on more responsibility than others, creating imbalance. This can lead to resentment or burnout if workload disparities go unaddressed.
Managers need to monitor task distribution and make adjustments to maintain fairness and team morale.
5. Decreased Opportunities for Informal Learning
Traditional office setups allow employees to learn organically through observation and casual interaction. In a fully remote, results-only setup, those microlearning moments often disappear unless deliberately recreated.
Companies need to offer virtual mentoring, peer shadowing, or collaborative work sessions to fill that gap.
Companies That Successfully Use the Results-Only Work Environment
The results-only work environment has been adopted by several forward-thinking companies and has led to measurable improvements in productivity, engagement, and flexibility.
Best Buy
Best Buy pioneered ROWE in 2003, implementing it at its headquarters to improve employee autonomy and drive performance. The program was credited with improving flexibility and was reported to reduce voluntary turnover during its pilot phase.
By aligning workflows with measurable outcomes, the company created a more agile, trust-based culture. Best Buy later rolled back ROWE company-wide, but the pilot still helped popularize results-based work in large organizations.
CultureRx
CultureRx, founded by ROWE creators Cali Ressler and Jody Thompson, continues to guide organizations through successful ROWE implementations. They’ve helped companies across industries – from tech to healthcare – transition to a results-based mindset.
Their hands-on approach ensures each rollout aligns with a company’s goals, structure, and team dynamics. CultureRx positions ROWE as a repeatable model and offers training and consulting for organizations exploring results-based work.
JL Buchanan
JL Buchanan, a retail consulting firm, implemented ROWE in 2009 and has been cited as a real-world example of results-based work in a professional services setting. In interviews, its leadership has described the shift as managing the work rather than managing people—and adjusting to how different employees structure their lives outside the office.
GoROWE (the organization behind ROWE certification) has published JL Buchanan as a case example, claiming the company doubled revenue within four years after becoming ROWE-certified.
The Gap Inc. (Pilot Teams)
Gap Outlet piloted a results-only approach after Best Buy, testing whether a results-based model could improve flexibility and performance for certain teams.
While it wasn’t adopted across the entire company, the pilot is often referenced as an example of how ROWE-style experiments can be tested in a structured way before broader rollout.
Final Take: Why ROWE Works When You Focus on Trust and Outcomes
Successfully implementing a results-only work environment starts with hiring people who thrive in self-directed roles.
Candidates should be evaluated for traits like accountability, time management, and strong communication skills – qualities that directly impact performance in a ROWE setup.
Onboarding should focus on role clarity, expected outcomes, and how success is tracked using digital tools and performance metrics.
The faster new hires understand their responsibilities and how their work connects to company goals, the smoother the transition into a results-driven culture.
With the right people and systems in place, ROWE can drive long-term productivity, engagement, and operational efficiency.
It’s not just a shift in structure – it’s a commitment to trust, clarity, and meaningful outcomes.
Frequently Asked Questions
What is a Results-Only Work Environment (ROWE)?
A Results-Only Work Environment (ROWE) is a work model where employees are evaluated based on the outcomes they produce, rather than the time they spend working. This approach emphasizes flexibility, autonomy, and performance-based metrics.
How does ROWE improve employee satisfaction?
ROWE empowers employees to manage their time and work from anywhere, enhancing job satisfaction. With greater autonomy, employees are more likely to feel engaged and motivated, resulting in increased productivity.
Is ROWE suitable for all businesses?
ROWE works best for knowledge-based businesses and companies that value flexibility and trust. It may not be suitable for industries that require physical presence or constant supervision, such as retail or manufacturing.
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