Set measurable goals: Create clear, written expectations for every employee, and track progress weekly. But let employees figure out how and when work will get done. "Managers have to learn not to be hall monitors," says Ressler.
Eradicate toxic language: Snarky asides about the number of hours people are putting in at the office can undermine a results-only effort. Question that kind of talk the instant you hear it.
Set an example: Take the afternoon off. ROWE may be more appealing to employees than to workaholic owners determined to do anything to ensure success. But the boss has to show employees that it really is OK to leave the office.