I received a question about what to do with an employee who is exempt, yet only puts in 40 hours per week over 4 days. One week he had to work and extra day and now he wants to work only 3 days the next week. That question got me to thinking about companies that have a culture of work versus those with a culture of clock.Culture of clock
Let me make it clear that what I am talking about here deals with exempt employees. With nonexempt employees you do have to watch the clock. The FLSA requires it and you will get in trouble if you don’t. But that is not the case with exempt employees. There is supposedly a trade-off implicit in an exempt position. Your never reducing salary is in exchange for you working whatever hours it takes to accomplish the work. The forty hour work week is a base, but some weeks it may require more and in some weeks it could be less. Regardless if you work 30 hours or 60 hours the paycheck is the same. At least that is the way it is ideally.
Of course we all know that it does not work that way. As an employer we require everyone to be there a minimum of 40 hours and often expect more. We pay attention to time more than we pay attention to results. Some companies illegally dock pay for time that drops below that 40 hours. By the company focusing on time we get employees to focus on time thus establishing the culture of clock. With a culture of clock beware if you are standing in the doorway at 5 p.m.
Culture of Work
If you want to establish a culture of work you have to reward it. I can hear it now… someone is saying “well they get their paycheck”. Yes that is true however “rewarding work” is more than that. The reward I am talking about is in noticing the work people are doing. Paying attention to the results they produce. Saying “thank you” occasionally works well. Maybe an occasional monetary bonus or walking by and saying something to the effect of “you have been producing great results this week, why don’t you pack up for the day and try to beat the traffic home.” And then making sure you don’t take that off their PTO accrual. (Yes, I know you are only supposed to do that in full day increments with exempt employees, but you would be surprised how many companies do it in hourly increments.)
I know my thoughts on this are pretty elemental. We are talking on the fringes of performance and performance management but what else would you suggest, or what have you done, to foster a culture of work versus a culture of clock? Also what have you done with an exempt employee who is a clock watcher?
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