How to motivate non exempt employees (on the clock)

[Anonymous]

Anonymous wrote:

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 It seems very outdated.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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

This guy we literally are having a catered breakfast at a hotel next to work that is optional 8-9am in two weeks. He asked how does he punch in? He was going to go to office at 750 an punch in then go breakfast.

I am letting him do it as we were planning on paying all the folks that hour. But the balls to be one to ask to get paid to eat breakfast

This is where he needs mentoring. I will always pay him but asking really

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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 It seems very outdated.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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

This guy we literally are having a catered breakfast at a hotel next to work that is optional 8-9am in two weeks. He asked how does he punch in? He was going to go to office at 750 an punch in then go breakfast.

I am letting him do it as we were planning on paying all the folks that hour. But the balls to be one to ask to get paid to eat breakfast

This is where he needs mentoring. I will always pay him but asking really

Your workers don't want to be around you and other management unless you are paying them. Your org must be a dead end if they view networking with you and being mentored as worthless.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

This guy we literally are having a catered breakfast at a hotel next to work that is optional 8-9am in two weeks. He asked how does he punch in? He was going to go to office at 750 an punch in then go breakfast.

I am letting him do it as we were planning on paying all the folks that hour. But the balls to be one to ask to get paid to eat breakfast

This is where he needs mentoring. I will always pay him but asking really

God, the balls one someone asking to get paid for a not really voluntary work event when they're paid by the hours. OP, you're a douche bag.

[Anonymous]

If the firm has a old fashioned clock in, clock out mentality, then there is really no way to motivate hourly staff. Anyone motivated is going to eventually leave for a more flexible environment, and people want to do the minimum will stay so they can clock in and out "on time."

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

That's nice, but probably doesn't work as well now.

No one is going to do all.that for the *possibility* of moving up at a place with a "clock in out" set schedule workplace culture. Also, there is the possibility that they will be accused of not being at work, if they don't drive to work and "clock in."

I had this happen in my career, all the extra hours and hard work meant absolutely nothing, because of the clock in, clock out culture was all that mattered. I found another job in a more progressive firm and moved up.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

That's nice, but probably doesn't work as well now.

No one is going to do all.that for the *possibility* of moving up at a place with a "clock in out" set schedule workplace culture. Also, there is the possibility that they will be accused of not being at work, if they don't drive to work and "clock in."

I had this happen in my career, all the extra hours and hard work meant absolutely nothing, because of the clock in, clock out culture was all that mattered. I found another job in a more progressive firm and moved up.

OP it is hard to break mentality. Funny part I am retiring in six years. I literally in six years could get him ready to do my job. My job is easy but
just the exposure and stuff to do it.

He won’t last. I guess as much as I want to flog a dead horse he can’t cut the mustard. But I will give it the old college try. No point letting sleeping dogs lie when I can just bite the bullet and not throw in the towel and go the whole nine yards and see if I can get him to burn the midnight oil.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

That's nice, but probably doesn't work as well now.

No one is going to do all.that for the *possibility* of moving up at a place with a "clock in out" set schedule workplace culture. Also, there is the possibility that they will be accused of not being at work, if they don't drive to work and "clock in."

I had this happen in my career, all the extra hours and hard work meant absolutely nothing, because of the clock in, clock out culture was all that mattered. I found another job in a more progressive firm and moved up.

Agree. I'm old enough to have heard cliches like "he started in the mail room and worked his way to the top." Anyone born after 1980 knows that this is no longer true for the vast majority of workers. However, as the OP has observed, there are a lot of people willing to stay at a "clock in out" position because they are good at it, are OK with the compensation and find the boundaries work with their life. I work with parents who are VERY glad that their job has them back at home by 5:00 EVERY day and that there is absolutely nothing work-related in their life after they walk out the door at 4:00pm. No emails, no texts, no socializing, no travel, no reviewing the slide deck, etc.

[Anonymous]

You remove any impediments to efficiency. Look for ways to automate or to remove unnecessary steps. You don’t make them work more, but you help them work more efficiently.

People tend to let things fill the time available. Use metrics to show them trends and over time introduce targets and see if they can work a bit faster .

[Anonymous]

OP this guy is almost funny. So we had to go to another work site where he can’t punch. But we were not officially starting till 10am.

I actually spoke HR and was told I could use “punch him in next day”

I go to guy we meet at 10 am. No worries I will punch you for day.

I get a call a strange number at 9 am. I ignore it I get to location 945 am. He goes did you get my call to tell you I arrived. Like he did not trust me.

Then end of day I had something to do for 15 minutes but he was done for day at 330pm. He was weirdly on top of me I told him go home five times. He did not till I left.

He is clock nuts. Weird part he got there over an hour early but had no complete, he could have maybes printed out some stuff to edit but he literally got there over an hour early to sit in chair in empty room.

He then asked when I got there. I said 9:15. He goes I did not see you. I said I was in Starbucks in lobby. I offered him email on his work phone and he was like I don’t work off hours. Someone abused this man somewhere.

On the clock people funny. I was with two professional looking wonderful women in meeting yesterday. Looked like future executives of company in the clock. But as we spoke underlying things come up. I guess is what it is. I will try to fix then like the island of misfit toys

[Anonymous]

Anonymous wrote:

Anonymous wrote:

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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

This guy we literally are having a catered breakfast at a hotel next to work that is optional 8-9am in two weeks. He asked how does he punch in? He was going to go to office at 750 an punch in then go breakfast.

I am letting him do it as we were planning on paying all the folks that hour. But the balls to be one to ask to get paid to eat breakfast

This is where he needs mentoring. I will always pay him but asking really

Catered breakfast was your/management idea and was optional right? I think it's well within his right to get paid. Something is very wrong with you OP.

[Anonymous]

Anonymous wrote:OP this guy is almost funny. So we had to go to another work site where he can’t punch. But we were not officially starting till 10am.

I actually spoke HR and was told I could use “punch him in next day”

I go to guy we meet at 10 am. No worries I will punch you for day.

I get a call a strange number at 9 am. I ignore it I get to location 945 am. He goes did you get my call to tell you I arrived. Like he did not trust me.

Then end of day I had something to do for 15 minutes but he was done for day at 330pm. He was weirdly on top of me I told him go home five times. He did not till I left.

He is clock nuts. Weird part he got there over an hour early but had no complete, he could have maybes printed out some stuff to edit but he literally got there over an hour early to sit in chair in empty room.

He then asked when I got there. I said 9:15. He goes I did not see you. I said I was in Starbucks in lobby. I offered him email on his work phone and he was like I don’t work off hours. Someone abused this man somewhere.

On the clock people funny. I was with two professional looking wonderful women in meeting yesterday. Looked like future executives of company in the clock. But as we spoke underlying things come up. I guess is what it is. I will try to fix then like the island of misfit toys

I think you are trolling us, fker.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

This guy we literally are having a catered breakfast at a hotel next to work that is optional 8-9am in two weeks. He asked how does he punch in? He was going to go to office at 750 an punch in then go breakfast.

I am letting him do it as we were planning on paying all the folks that hour. But the balls to be one to ask to get paid to eat breakfast

This is where he needs mentoring. I will always pay him but asking really

Catered breakfast was your/management idea and was optional right? I think it's well within his right to get paid. Something is very wrong with you OP.

Of course he gets paid but you don’t ask your boss. I had a dick years ago an exempt worker we had holiday part at Four Seasons huge fancy over top celebration and everyone bringing spouses. This one guy said my wife don’t work here why should she go. I said everyone’s spouse is going including the CEO wife and my wife and my CEO actually told me looking forward to meeting all the spouses. He then goes it is mandatory?

I was like WTF 🤬 then a few weeks later he asks me for a promotion. He then put down attending our annual lunch where we go to restaurant across street and I paid was an accomplishment on his annual reviews. He was so toxic. When he eventually left on his own after I pip him I read his emails.

Mind of an insane person. One guy came in one hour late in heavy snowstorms as had to shovel driveway he actually on an email complained to wife about that. It was twice in 8 years.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

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.

I was on the clock for a few years start of career. Yes I went to holiday party, drinks with boss and people at work maybe 30-40 times a year, took full lunch, went to white elephants, summer picnic. I moved up quickly.

This guy we literally are having a catered breakfast at a hotel next to work that is optional 8-9am in two weeks. He asked how does he punch in? He was going to go to office at 750 an punch in then go breakfast.

I am letting him do it as we were planning on paying all the folks that hour. But the balls to be one to ask to get paid to eat breakfast

This is where he needs mentoring. I will always pay him but asking really

Catered breakfast was your/management idea and was optional right? I think it's well within his right to get paid. Something is very wrong with you OP.

Of course he gets paid but you don’t ask your boss. I had a dick years ago an exempt worker we had holiday part at Four Seasons huge fancy over top celebration and everyone bringing spouses. This one guy said my wife don’t work here why should she go. I said everyone’s spouse is going including the CEO wife and my wife and my CEO actually told me looking forward to meeting all the spouses. He then goes it is mandatory?

I was like WTF 🤬 then a few weeks later he asks me for a promotion. He then put down attending our annual lunch where we go to restaurant across street and I paid was an accomplishment on his annual reviews. He was so toxic. When he eventually left on his own after I pip him I read his emails.

Mind of an insane person. One guy came in one hour late in heavy snowstorms as had to shovel driveway he actually on an email complained to wife about that. It was twice in 8 years.

You said earlier that they had to clock out if you took them to lunch and they were recorded on camera all day to make sure they weren't eating on the clock. Now you say "of course he gets paid" but shouldn't have asked about it. Do you even keep track of your stories?

[Anonymous]

OP is a moron.

[Anonymous]

Anonymous wrote:OP is a moron.

The longer this thread goes on the more I think the best thing OP can do for these employees is retire.