“Does this flexibility approach really work? Are employees really happier and more productive?” This is one of the questions I received a year ago while doing a webinar for EMIC Training. We were discussing ways to improve employee engagement during a crisis.

One of the ways is to give your employees greater control over when and where they do their work. In the tech-driven 21st century, work is no longer where you go . . . work is what you do. I shared ROWE (Results Only Work Environment), the HR management strategy co-created by Jody Thompson and Cali Ressler where employees are paid for results rather than the number of hours worked.

In Green Goldfish 2.0, we showed how Meddius, a software company, decided to change the way staff worked by instituting a ROWE. Medius employees can work any time from any place in any way, as long as they get their work done. The company has found that by giving employees the trust and autonomy they need, they’ve actually been more productive and loyal.

I love this quote from Netflix CEO Reed Hastings, “We don’t measure people by how many hours they work or how much they are in the office. We do care about accomplishing great work.”

As a leader managing remotely, are you measuring what matters?

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Stan Phelps walks the walk. He stands out in the sea of sameness by modeling his own Differentiated Experience (DX) message: Differentiation isn’t just about what you say, it’s about what you do and, more importantly, how and why you do it. Stan leverages his unique collection of 5,000+ case studies on customer, employee, and brand experience to engage audiences with informative learning-based experiences. He believes purposeful DX wins the hearts of employees and customers, and differentiation ultimately boosts loyalty, retention, referrals, and results.

Find Stan’s in-person and virtual keynotes, workshops, and Goldfish tank programs at StanPhelps.com.