Why Managing Sucks and How to Fix It by Jody Thompson and Cali Ressler

Last updated: Aug 15, 2023

Summary of Why Managing Sucks and How to Fix It by Jody Thompson and Cali Ressler

The book "Why Managing Sucks and How to Fix It" by Jody Thompson and Cali Ressler explores the flaws and inefficiencies of traditional management practices and offers a new approach called the Results-Only Work Environment (ROWE). The authors argue that the traditional model of managing employees based on time and presence in the office is outdated and ineffective in today's modern workplace.

The book begins by highlighting the problems with traditional management, such as the focus on hours worked rather than results achieved, the lack of trust and autonomy given to employees, and the rigid structure that stifles creativity and innovation. The authors argue that these practices lead to disengaged employees, high turnover rates, and a lack of productivity.

The authors then introduce the concept of ROWE, which is based on the idea that employees should be evaluated solely on the results they produce, rather than the time they spend in the office. In a ROWE, employees have complete autonomy over when, where, and how they work, as long as they meet their goals and deliver the desired outcomes.

The book provides practical advice and strategies for implementing a ROWE in an organization. It emphasizes the importance of clear communication, setting measurable goals, and creating a culture of trust and accountability. The authors also address common concerns and objections to a ROWE, such as the fear of employees slacking off or the difficulty of managing remote teams.

Throughout the book, the authors share real-life examples and success stories of organizations that have adopted a ROWE and experienced significant improvements in employee engagement, productivity, and work-life balance. They also provide tips for individuals who want to implement a ROWE in their own work lives, even if their organization is not ready to embrace the concept.

In conclusion, "Why Managing Sucks and How to Fix It" presents a compelling argument for rethinking traditional management practices and embracing a Results-Only Work Environment. The book offers practical advice and strategies for implementing a ROWE, and provides numerous examples of the benefits that can be achieved by adopting this new approach to work.

1. The Myth of Work-Life Balance

In their book, Thompson and Ressler challenge the traditional notion of work-life balance. They argue that trying to balance work and life is an impossible task, as it assumes that work and life are two separate entities that need to be balanced against each other. Instead, they propose the concept of work-life integration, where work and life are seamlessly intertwined. This means that individuals have the flexibility to manage their time and prioritize their responsibilities in a way that aligns with their personal and professional goals.

By embracing work-life integration, organizations can create a more productive and engaged workforce. Employees are given the autonomy to determine when and where they work, allowing them to better manage their personal commitments and achieve a better work-life harmony. This shift in mindset can lead to increased job satisfaction, reduced stress levels, and improved overall well-being.

2. Results-Only Work Environment (ROWE)

Thompson and Ressler introduce the concept of a Results-Only Work Environment (ROWE), which challenges the traditional notion of measuring productivity based on time spent in the office. In a ROWE, employees are evaluated solely on the results they deliver, rather than the number of hours they put in. This approach empowers individuals to work in a way that suits their own productivity rhythms and allows them to focus on outcomes rather than face time.

Implementing a ROWE requires a shift in management mindset, as it requires trust and a focus on results rather than control. However, organizations that have embraced ROWE have seen significant benefits, including increased employee engagement, higher productivity levels, and improved work-life integration. By focusing on results rather than hours worked, organizations can create a more flexible and empowering work environment.

3. The Power of Autonomy

Thompson and Ressler emphasize the importance of autonomy in the workplace. They argue that giving employees the freedom to make decisions and control their own work leads to higher levels of motivation, engagement, and job satisfaction. When individuals have autonomy, they feel a sense of ownership and responsibility for their work, which drives them to perform at their best.

Organizations can foster autonomy by providing clear goals and expectations, allowing individuals to have a say in how they accomplish their work, and providing opportunities for growth and development. By empowering employees with autonomy, organizations can tap into their full potential and create a culture of innovation and high performance.

4. The Role of Trust

Trust is a fundamental element in creating a successful work environment, according to Thompson and Ressler. They argue that trust is the foundation for effective communication, collaboration, and engagement. When employees trust their leaders and colleagues, they feel safe to take risks, share ideas, and be their authentic selves.

Building trust requires open and transparent communication, consistent actions, and a focus on building relationships. Organizations can foster trust by creating a culture of psychological safety, where individuals feel comfortable speaking up and challenging the status quo. By prioritizing trust, organizations can create a positive and supportive work environment that encourages collaboration and innovation.

5. The Importance of Clear Expectations

Thompson and Ressler stress the significance of setting clear expectations in the workplace. When employees have a clear understanding of what is expected of them, they can align their efforts and prioritize their work accordingly. Clear expectations also help individuals measure their own progress and success.

Organizations can establish clear expectations by providing detailed job descriptions, setting SMART goals, and regularly communicating performance expectations. By ensuring that expectations are transparent and consistent, organizations can reduce ambiguity and create a more productive and accountable workforce.

6. Embracing Continuous Learning

Thompson and Ressler highlight the importance of continuous learning in today's rapidly changing work environment. They argue that organizations need to prioritize learning and development to stay competitive and adapt to new challenges and opportunities.

Organizations can foster a culture of continuous learning by providing opportunities for skill development, encouraging knowledge sharing, and promoting a growth mindset. By investing in employee development, organizations can enhance their capabilities and ensure that their workforce remains agile and adaptable.

7. The Power of Feedback

Feedback plays a crucial role in improving performance and fostering growth, according to Thompson and Ressler. They emphasize the importance of regular and constructive feedback in helping individuals understand their strengths and areas for improvement.

Organizations can create a feedback-rich culture by providing regular performance evaluations, encouraging open and honest communication, and providing opportunities for feedback from peers and leaders. By embracing feedback as a tool for growth, organizations can empower their employees to continuously improve and reach their full potential.

8. Redefining Success

Thompson and Ressler challenge the traditional definition of success, which is often based on external factors such as job titles, promotions, and salary. They argue that true success should be defined by individual fulfillment and well-being.

Organizations can redefine success by focusing on employee well-being, work-life integration, and personal growth. By prioritizing the holistic well-being of their employees, organizations can create a more fulfilling and sustainable work environment.