Reply to How to motivate non exempt employees (on the clock)

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[quote=Anonymous][quote=Anonymous][quote=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 [/quote]

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?[/quote]

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). [/quote]

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