The data shows that the majority of the American workforce is disengaged. HR teams have been talking about this phenomenon for years, but the situation is harder with some types of workers. Employers have a challenging time finding seasonal and temporary workers that also exhibit the positive quality of being engaged in their jobs. How can companies keep their temp workers engaged? We have some suggestions.
Do These Three Things to Engage Your Seasonal Workers
Seasonal and temporary workers have an important role to fill. They can help alleviate the burden of a seemingly impossible set of tasks and end up being the hero for the company and the full-time workforce they’re helping. But these temp workers do this work knowing that when the contract ends, they will move on. It’s easy for both the employer and the worker to disengage from a situation that they already know has a time limit on it. This is absolutely the wrong approach for the employer if they’re seeking a way to engage these workers. Here are three ways to go about it:
- Increase their effort to provide pre-boarding and on-boarding to these workers. The benefits of training the temporary staff, so they are comfortable on the job means they’ll make fewer mistakes. Putting the time and energy into training temporary teams helps them stay interested in the work itself, making them more productive. Employers should share training documents to help the new worker feel at home. This effort should start even before the worker comes on site. If you’re working with a staffing agency, they can help you provide the temporary employee with the information they’ll need to hit the ground running.
- Treat the temp worker like a valued member of the team to engage them in the success of the organization. Don’t allow your permanent crew and leaders to ignore or ostracize these employees. After all, these workers are here to provide some relief to your internal teams and take some of the workloads off their shoulders. Make your temp employees feel more at home by introducing them to your full-time workers. Show them around the place and teach them what they need to know to be successful. Give these workers the same communication tools the rest of the team has so they can blend in and be part of the organizational culture. The more you work to integrate this into the workforce, the more engaged and productive they’ll be on the job.
- If your organization frequently works to reward employees and praise them for their work, make sure your temporary workers are in on the fun. Recognition programs naturally motivate people if you are a full-time or a contract worker. Why not engage your temp worker by praising them along with anyone else on the team that excels? Your goal is for every employee, no matter their work status, to feel like they are a part of something bigger than themselves.
IES Custom Staffing works with employers just like you to help them find the best and most engaged workers to get the job done. Contact our team today to learn how we can help your business.