Transparent And Open Communication
Employees like temping because it offers them experience, flexibility, choice, networking opportunities, and often a stepping stone to permanent work. Employers like temping because it allows them to be agile – to scale up and scale down as needed, and bring in specialist skills for specific periods of time. This can result in significant cost savings.
Temping does, however, come with a unique set of challenges for both employees and employers. Employees can feel disadvantaged when compared to their permanent colleagues, in terms of benefits and opportunities. They may be less engaged in their work, which can lead to reduced motivation, minimal effort and a decrease in productivity. These are things no employer wants to see.
How do you create a positive environment for temporary employees?
Make them feel welcome
Provide temporary employees with a structured onboarding process, whether that takes a day or a week. Buddy them with an experienced member of the team who can guide them through their workday and answer general questions. It’s also a good idea to have a more senior team member check in with them to see how they’re tracking.
Offer benefits
Although temporary employees don’t have the same benefits as their permanent colleagues, there may be things they are entitled to. Make it clear what these are from day one. For example, if you have an employee assistance program, make sure your temps know it’s there for them too, and let them know how to use it. Fitness passports are another benefit that could be available to temporary employees for the duration of their contract.
Provide training and development
Ensure your temporary employees have access to the same training and development opportunities as their permanent colleagues. It’s a win for them and a win for you! Obviously, you need to consider contract length. If a temp is with you for 2 months, you’re unlikely to invest in a costly, lengthy training program for them.
Look at performance management
Monitoring and managing employee performance is key, whether a temporary employee is with you for a week or a year. For longer contracts, consider using the same performance management structure you have in place for permanent employees. This shows your temps that you are prepared to invest time and energy in supporting their growth.
Invite participation
Ask for feedback from your temporary employees. Temps often have a wealth of experience in different organisations and work environments. They can bring fresh perspectives and ways of doing things to their role. Plus, by inviting their participation, you are recognising that their contributions are important.
By offering your temporary employees similar benefits and opportunities to their permanent colleagues, you are sending a clear signal that they are valued members of the organisation. Not only will this help to create a positive environment for them to work in, you will likely reap the rewards in terms of increased engagement, motivation and productivity.
The Optimal Workforce team is positive about temporary employment! Contact us today at admin@optimalworkforce.com.au or 02 8077 7030.
