How to motivate non exempt employees (on the clock)

[Anonymous]

You are running a dead end job. Get funding for OT.

[Anonymous]

Anonymous wrote: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

I worked at a call center during undergrad and it was the most unprofessional, awful job I ever had. The supervisors were all degenerates that looked like they all recently graduated from a halfway house. So if your work environment is like a call center then don't be surprised when your hard workers avoid socializing with the low quality people in management. They have nothing to gain being around you.

[Anonymous]

Anonymous wrote:You are running a dead end job. Get funding for OT.

Except I can’t leave unsupervised people working OT. I don’t mind staying late but if it was a regular thing kinda annoying.

I honestly want to figure out how my one staff with 4 kids who is like 45 only makes 72k is on the clock and owns a home. My oldest just graduated college last year and makes 85k. He has a college degree.

I want to help. But is it even possible? At 50-55 your career enters tail end
of peak earnings. I am thinking mentor, train, teach and encourage him to quit to a better role. He is too old to get his salary up by 50 at my place given his low income.

[Anonymous]

Anonymous wrote: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

I suggest you learn how to write a coherent paragraph before you worry about messing with nonexempt employees' lives.

[Anonymous]

Remind me again, what are the cultural differences?

[Anonymous]

If the house is paid off your employee isn’t suffering

[Anonymous]

Anonymous wrote: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.

Guessing you’ve never worked at one of the big 4 accounting firms. Only people who get OT are busy season interns.

[Anonymous]

Be Michael Scott

[Anonymous]

Anonymous wrote:

Anonymous wrote: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.

Guessing you’ve never worked at one of the big 4 accounting firms. Only people who get OT are busy season interns.

Huh? Do you not know the difference between an exempt and nonexempt employee? Accountants and consultants are exempt, so of course they don't get overtime.

[Anonymous]

Why do you want to motivate them? Will you get a bonus? Pay them a percentage of your bonus for extra work.

[Anonymous]

Anonymous wrote:

Anonymous wrote:You are running a dead end job. Get funding for OT.

Except I can’t leave unsupervised people working OT. I don’t mind staying late but if it was a regular thing kinda annoying.

I honestly want to figure out how my one staff with 4 kids who is like 45 only makes 72k is on the clock and owns a home. My oldest just graduated college last year and makes 85k. He has a college degree.

I want to help. But is it even possible? At 50-55 your career enters tail end
of peak earnings. I am thinking mentor, train, teach and encourage him to quit to a better role. He is too old to get his salary up by 50 at my place given his low income.

You do realize you sound like a jerk, right? Now you act like you feel bad for them because of their salary, but earlier you were amazed that they didn't go get lattes. You make absolutely zero sense and I can't even imagine how incompetent you are as a manager.

[Anonymous]

Anonymous wrote: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

Your problem isn't motivation. Your problem is how to distinguish the high performers from the low performers in a time-constrained environment.

You can't judge their performance based on things they do or don't do outside of their hours. So just get that out of your head now.

You CAN judge their performance based on productivity within their hours, attitude, demonstrated leadership skills, and demonstrated interesting in growing their careers.

Are they fully productive within their allotted time? Is this a job where being technically better means you'll get more done, or do they all have the same output?
Which employees are enthusiastic, happy to jump in and start the day, motivate others with their attitude?
Which employees are the ones everyone else turns to when they are looking for peer advice?
Are there any ancillary duties, such as mentoring new employees, that you can give them within their standard working time?

[Anonymous]

Anonymous wrote:

Anonymous wrote:You are running a dead end job. Get funding for OT.

Except I can’t leave unsupervised people working OT. I don’t mind staying late but if it was a regular thing kinda annoying.

I honestly want to figure out how my one staff with 4 kids who is like 45 only makes 72k is on the clock and owns a home. My oldest just graduated college last year and makes 85k. He has a college degree.

I want to help. But is it even possible? At 50-55 your career enters tail end
of peak earnings. I am thinking mentor, train, teach and encourage him to quit to a better role. He is too old to get his salary up by 50 at my place given his low income.

If this is that Job 1, job 2 guy--he just messed up. He has always presented himself as having 3 daughters and now he is calling his oldest child "he."
Is this a troll?

[Anonymous]

Anonymous wrote:

Anonymous wrote: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

Your problem isn't motivation. Your problem is how to distinguish the high performers from the low performers in a time-constrained environment.

You can't judge their performance based on things they do or don't do outside of their hours. So just get that out of your head now.

You CAN judge their performance based on productivity within their hours, attitude, demonstrated leadership skills, and demonstrated interesting in growing their careers.

Are they fully productive within their allotted time? Is this a job where being technically better means you'll get more done, or do they all have the same output?
Which employees are enthusiastic, happy to jump in and start the day, motivate others with their attitude?
Which employees are the ones everyone else turns to when they are looking for peer advice?
Are there any ancillary duties, such as mentoring new employees, that you can give them within their standard working time?

In an environment with no promotion potential, no bonuses, and no raises, remind me why employees care about being high performers? Also no employee with production quotas wants ancillary duties while they are on the clock unless op has to power to pull them off of production (which it doesn't sound like they 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.

So, my read of what you want is "how do I make them work beyond their work hours w/o paying them OT"? What a sicko.