How to motivate non exempt employees (on the clock)

[Anonymous]

Anonymous wrote:

Anonymous wrote:Are you the weird poster with two jobs?

No. But I did offer to take then on tour of headquarters next week, me paying for lunch and metro and let them go home at three and get paid whole day.

I am not on clock but I am not a clock watcher. I was on the clock when younger and know how it goes.

And yet you seem to look down on them and seem incompetent on how to manage them

[Anonymous]

Op, I'm guessing you're from the generation that went above and beyond because you wanted to impress the boss and you thought that was a good work ethic. I'm an hourly employee and have no desire to bust my butt for no incentive. I left my last job because of it and have now been with a company for 7 years who actually give their employees bonuses and incentives for going above and beyond.

Meeting their bosses who have no interest in them and a paid lunch are not going to keep these employees. They are going to look for jobs with better managers and better rewards for working

[Anonymous]

Some of this is dictated by labor and employment laws, even if it does feel outdated. The employer cannot expect non-expect employees to work more than 40 hours without running into over-time requirements. If employees are completing their tasks and doing them well within the 40 hours, that should be acknowledged and rewarded. Bosses need to focus on the *quality* of the work done during the allotted work day, not on putting in extra time.

Also, some hourly employees work a second job so they couldn’t stay late or come early even if they would like. Focus on fostering a positive, collegial, and supportive environment. Your non-exempt employees will reward you by doing their jobs well while they are on the clock.

[Anonymous]

I'm really confused about this post - OP, are really you asking how to get hourly employees to work extra hours for free?

That's not "motivating" people. That's taking advantage of them.

[Anonymous]

Anonymous wrote:I'm really confused about this post - OP, are really you asking how to get hourly employees to work extra hours for free?

That's not "motivating" people. That's taking advantage of them.

I think OP is trying to figure out how to work harder in their 40 hours. Op doesnt make any indication they are under performing so I think OP wants them to do more. But they, understandably, have zero desire to work harder when there is no room for advancement

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am a non exempt employee. There is no way I’m staying late or coming in early unless I get OT but I make sure my job is done well when I’m at work.
Why can’t your employees not punch out and go out for lunch? You can also treat them all to coffee or breakfast if you wanted to right?
Can you let them go early on occasion without making up the hours?

OP on the clock has badge swipes tied to timesheets. They cant
Eat at desks on the clock. The whole building on camera so they go to lunch or coffee have to swipe. Once outside building clock stops ticking.

Interesting we have a coffee shop next door. I go there as have a great egg sandwich, I told my staff about it they did not know it existed. I then realized they have to punch out or go on a break to go there.

It is bizarre. So bizarre we have birthday cake the other day and on the clock people not invited.

We are doing breakfast next week “voluntarily” from 8-9am and we will pay then for hour. But not mandatory.

Interesting to see who goes. It is mandatory for me.

How much are they making? Senior managers making a few hundred k don't mind a $6 latte and a $11 egg sandwich in the morning. The guy packing boxes in shipping making $15 an hour isn't going there.

They’re making like $35 an hour. This place is cheap! $4 bucks an egg sandwich. But they don’t want to punch out.

I just saw this. $35 an hour? That's like babysitting money right now. Those workers would be foolish to spend a single unnecessary minute at work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm really confused about this post - OP, are really you asking how to get hourly employees to work extra hours for free?

That's not "motivating" people. That's taking advantage of them.

I think OP is trying to figure out how to work harder in their 40 hours. Op doesnt make any indication they are under performing so I think OP wants them to do more. But they, understandably, have zero desire to work harder when there is no room for advancement

Right, and for $35/hour, OP is likely getting people who either really don't want to work hard in general, or aren't capable of better work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I am a non exempt employee. There is no way I’m staying late or coming in early unless I get OT but I make sure my job is done well when I’m at work.
Why can’t your employees not punch out and go out for lunch? You can also treat them all to coffee or breakfast if you wanted to right?
Can you let them go early on occasion without making up the hours?

OP on the clock has badge swipes tied to timesheets. They cant
Eat at desks on the clock. The whole building on camera so they go to lunch or coffee have to swipe. Once outside building clock stops ticking.

Interesting we have a coffee shop next door. I go there as have a great egg sandwich, I told my staff about it they did not know it existed. I then realized they have to punch out or go on a break to go there.

It is bizarre. So bizarre we have birthday cake the other day and on the clock people not invited.

We are doing breakfast next week “voluntarily” from 8-9am and we will pay then for hour. But not mandatory.

Interesting to see who goes. It is mandatory for me.

How much are they making? Senior managers making a few hundred k don't mind a $6 latte and a $11 egg sandwich in the morning. The guy packing boxes in shipping making $15 an hour isn't going there.

They’re making like $35 an hour. This place is cheap! $4 bucks an egg sandwich. But they don’t want to punch out.

That’s $72k/year. I’m eating a kind bar on the way to the bathroom for that low a salary.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Are you the weird poster with two jobs?

No. But I did offer to take then on tour of headquarters next week, me paying for lunch and metro and let them go home at three and get paid whole day.

I am not on clock but I am not a clock watcher. I was on the clock when younger and know how it goes.

I think you are the 2Js poster.

[Anonymous]

Anonymous wrote:I have hourly employees recently assigned to me.

I found out they are in a catch 22 situation. OT is very rare and must be pre-approved. So they all “punch the clock” exactly their work hours.

Now my firm does pay a bonus. But mainly exempt employees. The on the clock people often get like $200 to $1,000 a year. The catch 22 bonus is paid for added work but they don’t get paid OT so all leave on time each day and illegal to make then work unpaid OT.

How do you motivate them? For instance if I take then to lunch they got to punch out so just adds to work day. They also have set breaks and lunch periods. It seems very outdated.

Your writing is a jumbled mess. The best I can tell, you are complaining that nonexempt employees work their exact hours, and no more. This is what the law requires, unless you pay overtime.

You then note that overtime is rare and must be pre-approved. That means that for your company to comply with FLSA, these employees MUST clock out and leave, barring such pre-approval.

So, your employees are making sure that your employer remains compliant with the law. That's what they're supposed to do.

If your complaint is that you aren't getting free work out of nonexempt employees, you're completely in the wrong. You need to have a talk with your HR and GC to set you straight.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I'm really confused about this post - OP, are really you asking how to get hourly employees to work extra hours for free?

That's not "motivating" people. That's taking advantage of them.

I think OP is trying to figure out how to work harder in their 40 hours. Op doesnt make any indication they are under performing so I think OP wants them to do more. But they, understandably, have zero desire to work harder when there is no room for advancement

Has OP tried wearing Tom Landry's hat?

[Anonymous]

Anonymous wrote:

Anonymous wrote:You need to recognize that some people don’t want advancement. They are perfectly fine with punch in punch out and minimal expectation. You weed the good ones out by making it easy to get raise based on performance.

Don’t insult them by expecting a lot out of them for mediocre pay. And $200-1k bonus is insulting. Both sides just need to be honest.

Once you have pulled identified the ones that are willing to more productive for more pay start trimming the fat.

That only works if you are able to give meaningful performance incentives. For a myriad of reasons, not ever job is like that.

If you can’t identity your these traits without a formal performance eval you have bigger issues.

[Anonymous]

OP I do not want them to work harder or stay late. They seem decent.

I have zero budget OT so they must leave in time.

My problem is promotions, getting them bonuses, bigger raises. One has expressed desire. But how does a person go above and beyond? Plus my two on the clock people are married and commute. So really can’t say her join this volunteer thing etc.

I will try to get one off the clock. I honestly get nervous even taking to then. We track everything, swipes, task logs, literally email alerts go out of miss a deadline. It reminds me of a call center

[Anonymous]

Why are you nervous? There aren’t raises or bonuses and they should’ve figured it out by now. Bring them catering and don’t be too particular - that’s all you can do.

[Anonymous]

Anonymous wrote:I have hourly employees recently assigned to me.

I found out they are in a catch 22 situation. OT is very rare and must be pre-approved. So they all “punch the clock” exactly their work hours.

Now my firm does pay a bonus. But mainly exempt employees. The on the clock people often get like $200 to $1,000 a year. The catch 22 bonus is paid for added work but they don’t get paid OT so all leave on time each day and illegal to make then work unpaid OT.

How do you motivate them? For instance if I take then to lunch they got to punch out so just adds to work day. They also have set breaks and lunch periods. It seems very outdated.

This is just flat-out dopey mumbo-jumbo here... what are you even talking about?

They come in, punch the clock like they are supposed to - work their set hours and then clock out when they are supposed to.

Are you expecting them to work more hours w/o being paid? What is your desired end state and does that somehow benefit them in some real, tangible way?