Engaging with your temporary workforce is a priority
Temporary workers add value and support to your company often in times of increased demands. This area of your team makes up an important part of your company, as they are often relied on at a time where your organisation feels overwhelmed, requires flexibility or operating through a time of change. Imagine if you could engage with this talent even further, resulting in improved productivity through a better understanding of your company culture.
So how can you engage with this part of your team in a way that recognises their value to remain engaged in their role?
To get the most out of your temporary workforce, make them feel included! You can improve their overall morale and productivity by implementing inclusivity from day one. Here are a few tips to put this in to practise:
1. Don’t skip the induction process.
Temporary employees may not be with you for the long term however, this step in the process helps you save you time in the future. By taking the time to explain your expectations and giving them a break down of their day to day responsibilities can help make your employee more comfortable and confident in what they are doing. And if possible, it’s beneficial to start this process before they start their short term contract with you. Simple introductions to the team and sharing training documents can smooth out the induction process on day one. As this team member may only be with you for the short term, you want to maximise their skills whilst they are with you. If you have a social media presence where your employees engage, or a team what’s app group, invite them to like/share and encourage them to get involved.
2. Treat them like they’re one of your team.
As simple as it sounds, taking the time to introduce your new temporary member of staff to the rest of the team can put them at ease. Be inclusive! Offer the same perks (where possible) and level of communications that you offer to permanent employees. The temporary workforce, is often seen as unsung hero’s (another reason behind out Temp of the Month Award initiative.) who step in at times of stress, but may not be necessarily be regarded as highly as a permanent staff. This difference is valid, however there are some cross overs in your approach to these two groups of employees – that can benefit you as an employer.
3. Recognise a job well done.
Motivation comes from a small win. When someone has been successful in achieving a small goal that in turn generates motivation within themselves to go on and achieve more. Highlight when tasks are done well or when a temporary employee has exceeded your expectations. Hart’s Temp of the Month award is designed to not only celebrate hard work but also motivate our workforce to continue to strive to work to the best of their ability for you.
4. Future Potential.
85% of temporary workers are looking for a permanent opportunity. When individuals start working with you in a temporary capacity, they are also considering if they can see a long-term future with your company. Time spent training can be a long-term investment which could save on interview time and waiting for notice periods to be worked. Therefore, fair treatment from the start not only enhances your company brand, it may secure and retain future talent.
Temp of the Month Award celebrates hard work and reliability that Hart’s temporary workforce offer our client companies. The successful winner will be awarded with a certificate and gift voucher. Contact Leah Jones if you would like to nominate a member of your team to be recognised.
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