Sometimes employers treat temporary workers as if they were a disposable subspecies of their workforce. They might not be doing it consciously, but that’s how it comes across to the temp and the full-time employees. It alienates the contingent workers and drives a wedge between them and the regular workers.
Does that make any sense? Of course not! Everyone on the shop floor or office is contributing to the success of the business, even if they only have a short-term contract to work for you. So, why not treat them like you would treat a new hire that was coming aboard as a full-time employee? Welcome them as a respected part of your team, and encourage all your permanent people to do the same.
Here are four ideas to consider:
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Create a workforce management strategy that addresses every type of employee
Recent studies indicate that 40 percent of the workforce will be made up of freelancers and contractors by the year 2020. To prepare for this trend, employers should be getting together with their managers and human resources department to devise a strategy for onboarding temps, communicating with them, and incorporating them into your company’s culture.
Be sure to share your strategy with all full-time workers and supervisors, so they understand why creating an inclusive environment is essential to the success of the organization.
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Set a good example
When your everyday workers see you and your managers treating temporary workers with respect, they will follow suit. Give your new temps a workspace and a company email address. Include them in team meetings and conduct the same onboarding process as you do for your full-time staff.
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Talk to your regular workers
It’s essential that you communicate one-on-one with your permanent workers, so they understand how you feel about the contingent employees. Ask them how things are going and solicit suggestions from them for improving collaboration between temps and regular workers. Although it’s crucial you set a good example, it’s even more critical your employees come to accept them as equal partners in your workplace.
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Ensure that your company’s reputation remains strong
When temporary workers are unhappy with their employer, they often go online to air their grievances. It’s vital that you monitor sites like Facebook and Glassdoor. Search for bad reviews that could ultimately make it difficult to hire quality temps. Are there common complaints that you could resolve easily? Or are there deeper problems that might require a comprehensive overhaul? Either way, it’s better to be informed before your company’s reputation is beyond saving.
Do you have an opening for a temporary worker right now?
Contact us here at Pro Talent Group, one of Indiana’s fastest-growing minority- and woman-owned businesses. We have provided opportunities for contingent employees through our offices in Indiana, Illinois and Kentucky. And we can make direct hire placements in engineering, manufacturing and administrative positions nationwide.
