Exploring Motivation as a Possible Solution for High Overtime Hours and Costs
When a manufacturing facility’s productivity drops, it can often lead to extended time requirements to complete projects. As you might imagine, this makes employee costs soar as high overtime hours and higher pay start becoming a standard. But what if you could motivate your employees to complete the required work within designated work periods? With suitable systems in place, and an adequate workforce and training, finishing projects before overtime is necessary might not be as hard as you think. At least not when you are giving employees the attention they need to be successful.
To save your business time and money, it is important to know how to properly motivate your employees to achieve the desired outcome. However, this might be tricky the larger your organization becomes since different things inspire everyone. It is vital to create an incentive package and focus on fringe benefits your team members are most interested in for the best results. With these systems in place, they will be more motivated to work within designated hours and effectively avoid overtime periods.
How Can Motivation Reduce High Overtime Hours and Costs?
Most managers will take advantage of reward/punishment systems in the modern work environment. Under these systems, administrative teams will provide great incentives whenever success is achieved and reprimand failures. Unfortunately, this method focuses too heavily on external stimuli and typically is not considered highly effective when trying to motivate employees to fulfill job duties within a designated period.
According to a recent Gallup poll, approximately 30% of people achieving a salary of $36,000 or less are emotionally engaged at work. While this may immediately equate to “low pay = low engagement,” engagement drops to 28% when looking at people that make between $36,000 and $90,000. That means even the highest-paid workers are not as engaged as you might think they should be. The key takeaway from this study is that money is not the answer, and businesses must be creative in the ways that they motivate their employees.
When overtime needs to be offered, make sure that employees can voluntarily shoulder the burdens if possible. This can help ensure those team members that are already stretched thin are not required to keep working outside of the regular hours they are considered accountable for. Even when voluntary overtime is taken on, businesses might still consider defining individual overtime limits to control costs and ensure motivational problems do not become prevalent. According to most experts, limiting annual overtime hours to 300 to 350 per employee is considered reasonable.
If you are struggling to maintain employee motivation during periods of necessary overtime, Certified Source can help. Through our performance-based staffing services, we can help not only ensure that you have adequate headcounts to achieve internal goals, but we can also ensure that team members remain motivated through rotational job placement opportunities. Our goal is to ensure that employee burnout is addressed before it becomes a problem that leads to turnover or poor engagement levels.