In a Results-Only Work Environment, paid time off is unlimited as long as the work gets done. That applies to sick time as well – keeping in mind laws and compliance around leaves of absence. Looking at the true intention of ROWE, if someone doesn’t feel well or can’t work, they get paid and no one is tracking their time. Trust employees and treat them like adults.
There are some groups who go ROWE who need to hang onto their sick time for various reasons. Sometimes it’s in their union agreements and for some, it is too early in their ROWE journey to change up sick time. And sometimes different scenarios get thrown at me.
This question, in fact, came at me last week. What happens if you don’t go into the office because you don’t feel well BUT you end up doing some work at home? It’s a puzzler. Do you record sick time? Do you record hours worked? What if you are a salaried employee? All great questions. Someday, I look forward to updated and current labor laws so we can get beyond these questions. For now, my magic wand isn’t that big so let me answer the question this way.
What do you do if you aren’t feeling very well and you do go into the office. Do you record sick time?
See my point? We beat our heads against the wall trying to figure out ways to make sure “time” is accurately recorded. What is the outcome? Was the customer helped that day? Was the work moved forward? If yes, then why would you record sick time?
After reading through this blog post, if you still answer the question: I wasn’t feeling well, I stayed home, I met my results, and I recorded sick time – THEN YOU NEED ROWE. Your outcome is focused on making sure the time is recorded correctly (important for compliance reasons, but NOT an outcome) and we at CultureRx want to help you discover your true outcome. Go ROWE. Go results.
For more information on ROWE visit gorowe.com Stacey can be followed on Twitter @StaceyMSwanson