The economy is showing signs of life, we know this because demand for temporary workers and contractors has increased over the last four months, which usually means that a recovery is underway.
While employers often convert temps to regular status as the economy rebounds, they may be more cautious during this recovery according to Jeannine Aversa writing for the Associated Press. Longer stays on the payrolls of staffing firms makes it imperative that employers garner the engagement of temporary workers, so they are highly productive and execute their duties conscientiously.
Engaging contingent workers doesn’t have to cost a fortune; in fact all employees respond favorably to recognition and are more productive when they understand why their performance matters. Use these tactics to optimize your investment in contingent staff without spending another dime.
Set the stage
The onboarding process is critical to engaging contingent workers from the outset. Unfortunately orientation sessions are often focused on workplace rules and timecard procedures. Line managers need to explain what the company does and how the contingent’s role impacts the company’s performance or the customer experience. Creating line-of-sight is critical to engagement whether the workers are full time or temporary.
Assign buddies
New hires are frequently assigned to a coach or buddy and the practice equally benefits contingent workers. Busy supervisors don’t have time to sit alongside contingents or answer all their questions. Having a go-to person will make contingents feel comfortable which nurtures engagement.
Offer feedback and recognition
The biggest complaint from contingent workers is a lack of feedback during assignments and they certainly won’t put forth their best efforts if they don’t know how they’re performing. Brush the dust off your copy of “The One Minute Manager,” heed Ken Blanchard’s advice and compliment your contingent workers everyday. Managers will receive a huge return from this small investment of time.
Leslie Stevens-Huffman is a freelance business writer and consultant. Her business experience includes director positions with Kelly Services, Regional Vice President for Robert Half International, General Manager for Pro Staff and Regional Vice President for Norrell Services. Leslie has written for management journals such as: Contingent Workforce Strategies, the Journal of Corporate Recruiting Leadership, and Smart Business; she is also a writer and career expert for Dice Holdings, Inc. She is currently an advisor the Human Capital Institute’s Contract Talent Advisory Board. Leslie has a bachelor’s degree in English and Journalism from the University of Southern California.
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