To build a relationship with your temp employees, relate whenever you can, show your appreciation, ask for feedback, and more.
Companies recognize the value of their temporary workers, which is why there is an increasing number of these types of work arrangements today. But to leverage these temporary workers to their fullest potential, it’s advisable for hiring managers to build solid relationships with these employees for as long as they’re with the company.
How to Improve Relationships with Temp Workers
Understanding the background of temporary workers is the first step toward improving the relationship. Temp workers come from a variety of backgrounds and careers, probably even more so than your full-time workers. Temp workers can be out-of-work and seeking income, or they can be exploring a career change; no matter their situation, the hiring process should uncover why they’re seeking a temporary role. You can use this information to better connect with these valuable workers and potentially keep them motivated while on the job.
Hiring managers should work to stay connected to all workers, even temporary workers to gauge their attitude toward the job, the environment, and the work itself. This will help you keep on top of critical attitude shifts that could damage overall employee morale. It could even help you predict that a worker is considering leaving a position, whether they are currently a full-time or temporary employee.
Like all employees, temporary workers appreciate being rewarded for a job well done. But sometimes there is an inadvertent gap that divides temporary workers from full-time workers. Hiring managers should develop a system of on-the-job rewards that encompass every worker in the building, no matter their job status. Lead by example and treat temporary employees as part of the “real” workforce. You should also enforce this attitude with department heads. This will help create a climate for better teamwork and collaboration between your full, part-time, and temporary staff.
Part of treating temporary workers like everyone else on the team is to ask and provide feedback for their work. Do not approach managing a temporary worker as if they were not worth the effort. Give these workers clear-cut vehicles for communication and feedback, just like you would a full-time worker. Interestingly, this is an effort that will pay off in the long run. First, it builds positive experiences with your company that will resonate as the temporary worker moves on to their next assignment. Temporary workers can be like a mini brand ambassador if you treat them right. Too, these workers can bring in a fresh perspective on the systems and structures in your organization. Seeking their feedback can provide you with valuable insight on how things are working in your company. Temporary workers who have served in this capacity at other companies can also bring knowledge of best practices from these engagements into your organization.
The most important part of the phrase “temporary worker” is “worker.” These valuable employees can step in to fill big gaps in an organization. While they also bring valuable outsider insight—but should never be treated as an outsider. The benefits of these employees can help your organization improve and also build goodwill externally in the company when they move on. These are all important reasons why hiring managers and department heads should make an effort to nurture relationships with temporary workers.
In need of a temporary workforce? Contact IES today.