Mabels Labels - Adjustments Needed for the Results only Work Environment

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If employees are underperforming they need to be held accountable, managers need to identify unproductive employees and let them know that their results are not acceptable. These hard conversations must be addressed so missed deadlines or underperforming results can be mitigated.

Invest in training and technology to help all employees communicate with each other. The technology should include communication programs like Skype, audio teleconference or online meetings, email and calendars to help employees be more effectively. Schedules should be flexible to maximize employee input and communication needs to be specific and should be done according to the policies and procedures that have been set up. Employees will keep a current calendar so people know when they are available or “working” which will also let people know when they are not working. This time management requirement will also help employees plan their down time or “off” time so they do not burn themselves out.

With people coming and going from the office at different times and new hires not knowing the history of the company, an interoffice news letter should be created. This will keep employees up-to-date with what is going on in the organization and can provide tips and reminders of the ROWE mentality and the values and culture of the organization can be showcased. It is also a great way to promote the committees the company is involved in, inform employees on how they can participate and what events are coming up. Information packages should also be created to inform the employees spouses of the ROWE mentality.

Acknowledge the employees that are not able to participate 100% in the ROWE and remind them of the reasons why. Encourage employees to take advantage of the education and growth possibilities Mabel’s Labels offers. Employees who need to find coverage for their shifts, will trade the shifts with another employee to ensure that the trade is fair. An electronic calendar will be set up to log these changes in work times and keep all employees aware of the shift trade.

A relaxation space for all employees will be provided so they can relax and eat together, this will be a comfortable space. This will allow employees to unwind in a segregated place without disturbing employees who are working. This will minimize “drive-byes” and increase morale while strengthening working relationships.

Employees that have complete autonomy over how their time is managed could have a hard time balancing their work load whether they are working to much or not enough, extra coaching from management will be made available. Management needs to know their employees, trust and support them when and where they need it.

Conclusion:

Implementation of these recommendations should enable Mabel’s Labels to continue to communicate their values and maintain a strong culture. Employees will be familiar on how they are being assessed, will have more support from their managers and be better equipped with technology and tools to assist in time management skills. Reinforcing values and changing mentalities take time and require patience.