Temporary hiring now plays a large role in the country’s labour market. During an economic recovery, it allows companies to ‘test the waters’, but it can also help them to manage their fluctuating business needs.
Contingent workforces have many different needs and wants compared to full-time staff, but like full-time staff they will require some motivation to be as productive as they can possibly be.
Temporary workers should not only be viewed as a pair of hands to carry out the task they were assigned, but as a potential resource for new skills and insights into a particular industry.
Training and development can also be a major consideration, to try and motivate contingent staff. Investment in training can help to improve staff morale, which is crucial to the achievements of your business – even if employees are only going to be working at your company for several weeks or months.
From the first day a new contingent worker starts work at your company, they should be made to feel like they are a part of the business. Much of the work contractors do is project-based and contracts are often short, so it’s essential that new starters are brought up to speed as quickly as possible. Staff inductions into the culture of the business and the outlining of individual expectations are good ways of making temporary staff feel like they’re part of the team. Introducing temporary workers to permanent employees, and inviting them to social occasions, also helps.
Perhaps the biggest investment you can make in your contingent workforce doesn’t involve money, but time. In order to get the most out of your temporary workers, don’t simply assign them with low level tasks or a back log of admin work nobody else wants to deal with. The likelihood is that it is much more productive for everyone in the business to leverage each worker’s specialised skills. If you take the time to provide temporary workers with relevant feedback on their work, as well as clear goals for the week, temporary workers are far more likely to want to achieve or even over-achieve. Furthermore, feedback will not only improve the work contingent workers do for you, but it is also something they can take with them to help further their own careers.
Establishing a positive working environment for every member of your professional team will create a hard-working team that feels secure and valued. And by making sure you inform your temporary workers of more permanent opportunities within your organisation, may mean that you can retain good talent where possible.
GRI work with over 150 clients across sectors such as retail, logistics and care, providing a neutral vendor model of cost savings, streamlined administration and visibility and control. By investing in the temporary workforce of one of our clients, GRI achieved results of over 57% improvement in retention rates and over 50% reduction in on site incidents.