Hot take: Relying on a 40+ hour workweek is lazy management.

For decades, we’ve clung to the idea that hours worked equals productivity. But when you think about it, measuring performance by time spent at a desk isn’t just outdated, it’s counterproductive.

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The 40-hour workweek was originally designed for industrial labor, not knowledge work. It was introduced during the early 20th century as a way to standardize labor conditions in factories, but it has little relevance in today’s remote and creative work environments.

Time is an arbitrary metric. Outcomes are what matter.

When I lead a team, we mutually agree on healthy, fair expectations. And honestly, I couldn’t care less if their tasks take way less than 40 hours to complete. What matters is whether the clearly defined outcomes we set are achieved.

Years after implementing this approach, I discovered that there’s a term for it: Results-Only Work Environment.

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What is a Results-Only Work Environment?

A Results-Only Work Environment (ROWE) is a management strategy where employees are measured solely by their results, rather than hours worked. Developed by Cali Ressler and Jody Thompson while working at Best Buy in the early 2000s, ROWE eliminates the traditional 9-to-5 structure and instead gives employees full autonomy over how, when, and where they work, as long as they meet their defined objectives.

At its core, ROWE is about trust, accountability, and prioritizing impact over busywork. Companies like GitLab and Automattic have embraced ROWE principles by focusing on performance rather than policing hours.

By shifting away from rigid work schedules, businesses can unlock higher productivity, greater employee satisfaction, and a more innovative workforce.

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Why Results Matter More Than Hours

The teams I’ve led using a results-oriented approach have been both healthier and more productive. Why? Because we’re not relying on a random measurement of hours worked to determine the quality of work.

• One hour of deep work is not the same as one hour of distracted work. You can sit at a desk for 10 hours and accomplish nothing, or you can work for 3 hours in a highly focused state and create something incredible. My goal is to optimize my teams for more of the latter.
• No need to “fill time.” Team members don’t waste energy trying to look busy or stretch work to fit an arbitrary time slot. Instead, they focus on efficiency.
• Accountability on both sides. As a leader, I’m responsible for setting clear expectations. My team is responsible for delivering results in the way that works best for them.

When people are trusted to manage their time and energy effectively, they become more engaged, motivated, and productive.

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The Importance of Flexibility

If someone produces their best work at night or thrives on an unconventional schedule, why should I stop them? Productivity doesn’t operate on a fixed timeline. Instead, it’s about aligning work with energy levels, deep focus periods, and individual rhythms.

Flexible schedules allow employees to work when they’re at their peak performance.

When real-time collaboration is necessary, we establish shared sync hours to ensure alignment. But beyond that, people are free to structure their work in a way that maximizes their effectiveness.

This approach strikes the perfect balance between autonomy and collaboration, giving people the freedom to excel while keeping teams connected.

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Trusting Your Team Like Adults

I once read a quote:

“I’m not running an adult care center. You are in charge of your own time.”

It’s funny how that works, right? Companies often think micromanagement and overwork will get the most out of their employees. But in my experience, the opposite is true. When you give your team trust and respect, they’ll become the most loyal, productive bunch around.

Treating your team like adults means:

• Giving them autonomy to decide how and when they work best
• Focusing on results, not hours worked
• Respecting boundaries and recognizing that rest fuels better work

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Balancing Risks Proactively

Every policy has risks, and ROWE is no exception. That’s why proactive counterbalances are essential.

For example, if you notice someone struggling to meet expectations consistently, it’s an opportunity to check in and figure out what’s going wrong. Is the workload unrealistic? Are the goals unclear? Are they dealing with personal challenges? Open communication ensures you can address issues before they spiral.

Similarly, it’s essential to establish a baseline of fairness. Like an unlimited PTO policy that works best with a minimum required time off, a ROWE approach thrives when paired with clearly defined expectations and communication standards to avoid burnout.

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The Payoff of a Results-Only Work Environment

Companies often fear that giving employees too much flexibility will lead to slacking. But in practice, I’ve found the opposite to be true. When you focus on results, not hours, and give people the freedom to manage their own time, you’ll see:

• Higher productivity People perform better when they’re not distracted by arbitrary rules or micromanagement
• Healthier teams With a focus on outcomes, people have the space to work smarter, not harder
• Stronger loyalty When employees feel trusted and respected, they’re more likely to stick around and go above and beyond

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Results-only work environments aren’t about working less or slacking off. They’re about shifting the focus from meaningless metrics (like hours clocked) to what truly matters: delivering great work.

By trusting your team, setting clear expectations, and fostering open communication, you create a workplace where everyone thrives.

It’s time to leave the outdated 40-hour workweek behind and embrace a smarter, more human approach to work.

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TLDR

The 40-hour workweek was built for factories, not knowledge work. Measuring productivity by time spent at a desk is outdated and counterproductive.

Instead of tracking hours, Results-Only Work Environments (ROWE) focus on outcomes. By setting clear expectations, trusting employees, and allowing flexibility, you create an environment where teams can thrive.

Ditch the clock. Prioritize results.

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Quote of the Week

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In Other News

​Selling hours​
"This might be the workplace question of the decade. Does the boss buy your time or your productivity?

The theory of the firm was based on two key assumptions: That workers needed to be in physical proximity to each other, and that communicating with and measuring outsiders was simply too expensive to scale. For a lot of knowledge work, neither is completely true any more, and so we have to reckon with what the right size of a ‘firm’ even is."

​Remote work is a blessing and a competitive edge​
"Focus on output, not attendance. The best teams aren’t built by location. They’re built by finding the best minds, wherever they are. Talent wins. Attract it. Build the best team possible. Win."

​Principles of Adaptive Working​
"[I]n organisations, neglect allows unhelpful behaviours, inefficiencies, and poor practices to grow unchecked. Consistent care and attention—organisational gardening—are needed to nurture healthy interactions, adaptability, and growth."

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In Case You Missed It

​January 2025 Recap​
Last week, I shared my favorite lessons, reads, and shares of January. Thanks for your thoughts on the new format! Most of you seemed to enjoy it, so I'll continue doing something similar in future months.

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Work Forward Society Want to meet others who do work differently? Join us in making 2025 your year of less meetings and more real work! Join The Work Forward Society →

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What did you think of this issue? What do you hope to see in the next one? Hit reply and let me know. I read every response. I truly appreciate you taking the time to read this. Hope you have a lovely day! Marissa ​Founder, Remote Work Prep​ P.S. Did you enjoy this issue? Share the article with a friend. Struggling with a remote work problem? Book a coaching call. If you liked this, consider supporting this free newsletter by leaving a testimonial. ​

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