With the significant upward trend of companies hiring more temporary and contract employees, rather than traditional permanent employees, the process for employers to quickly assimilate new hires into a workforce can prove to be a challenge. With more than 11 million temporary and contract employees entering and exiting the workforce each year, and the number of temporary jobs at an all-time high, getting new hires to focus on the company’s objectives and motivating them to contribute productively in a shorter time period is very important. This is particularly true when the new arrivals know coming in the door that their tenure most likely will not last long. Making a temporary employee/employer relationship productive and successful for both the employer and employee requires an accelerated and comprehensive effort when it comes to motivation. Here are a few fundamentals to consider when it comes to making the most of a short-term relationship.
Start with those who want to be there. Like most abbreviated endeavors, getting some important things correct in the beginning will produce fewer barriers to achieving the best results in the end. The best candidates for temporary assignments will be those who share an employer’s interest in a forming a non-permanent relationship. Selecting the candidate who is as excited as much by the work, as they are about the particular workplace, will provide an early advantage to a mutually productive experience.
Make them part of the family. Temporary staff members should be teamed-up with regular employees and have access to all the same processes, tools and training as permanent workers. Teach them early on the company’s proprietary processes and methods. Including them as equals in the challenges and rewards of the project will keep them productively engaged. If possible, provide the best performers an opportunity to advance to permanent status.
Recognizing and rewarding accomplishments are important factors when motivating any segment of a staff. But honoring temporary team members is particularly important to making them feel as though they are key contributors to a campaign that may not be realized and celebrated until after they are gone. Each member of a relay team is as important to winning the race as the one who crosses the finish line at the end.
Provide them with a positive takeaway. Generously share knowledge, skills and experiences that a temporary worker may take with them to help benefit or advance their career. Real value is not always manifested in economic reward alone. If the relationship was positive, provide an open door, keep in touch and look for future opportunities to work together again.