"ROWE" is not just a flashy way of saying "telework policy." Working remotely may or may not be appropriate in a ROWE, depending on what a given job requires. For example, in a ROWE, I would choose to work in the office free from home distractions.
The basic idea is to let people work when and where they want, as long as they complete their work at the level their managers stipulate. If a software programmer arrived at 9 a.m. and left after completing his work by 2 p.m., a ROWE-oriented manager would simply congratulate the programmer for being so quick and efficient.
"This is about paying people for work, not for time," Thompson said.
She considers it foolish to believe that employees work more if they're forced to spend a set amount of time working. Oftentimes, employees just slow down based on the amount of time they need to fill, according to Thompson. Why finish your workload in five hours if a co-worker with the same job takes 10 hours and looks more dedicated because of it?
Thompson ridiculed companies that built sprawling campuses with amenities designed to keep employees at their offices longer. All that accomplishes is creating a more pleasant prison, in Thompson's view.
"Employees don't want a dry cleaner at the office. They don't want a day-care center. What they want is some control over their lives," Thompson said.
It seems doubtful that an onsite customer service representative or security guard could function without set shifts. However, it would be fascinating to see how far governments could take the ROWE philosophy. As a new decade dawns, it could be a way to entice badly needed new talent.