This may come as a surprise, but contingent workers aren’t always treated the same as their full-time counterparts. Since their involvement is short-term, they are often the odd man out when it comes to events and company gatherings. This may even extend to things like feedback, engagement, and even recognition. This disparity is worth looking into, considering contingent workers make up a good portion of today’s workforce. So, why skimp out on making them feel like a part of the team?
The truth is, they crave everything that permanent employees do. And, their employee experience can make or break the future of your recruiting efforts. The ultimate goal of creating a contingent workforce is having them return. Don’t assume that workers want to get in and out as soon as possible, because that’s simply not the case.
So, how can you get contingent workers to keep coming through the pipeline? The solutions may be easier than you thought. Let’s take a look:
Inform Your Team
First things first, keep your permanent team informed on any new workers who may be joining the team. Create a clear picture that, although a contingent worker’s stay is brief, it’s important to make them feel comfortable during their stay. It might even help to give team members examples of how they can include the contingent workers. This could mean adding them to company email threads or asking them out to lunch. Why focus so much on engagement? It helps overall productivity. Studies have shown that companies with engaged employees outperform others by 202%. And, it takes very little company involvement.
Reward Their Work
Just like permanent workers, contingent workers want to feel appreciated and recognized for a job well done. So, when they accomplish their goals, reward them! This shows you are invested and paying attention to their work. It also gives them a sense of belonging and community, which leads to increased engagement and productivity. A study of Employee Engagement in the Canadian Workplace found that when asked what team leaders could do more of to improve engagement, 58% of respondents replied, “give recognition.” This is obviously something that is desired by both permanent and contingent workers.
One thing to avoid is simply letting contingent workers do their work and then leave. You should be coaching and engaging with them throughout their stay and the entire process. This goes beyond the feedback that we discussed earlier and looks at informing them of future opportunities. Periodically, and usually around the midpoint of their assignment, take the time to talk about the next steps they want to take. Will they be coming back? Do they want to stay longer? Let them know what financial and work options they have within the company and how they can take advantage of them if they wish. This helps them feel welcome, wanted, and reinforces the idea that they are free to come back at any time!
One of the main reasons employers decide on hiring contingent workers is to help keep labor costs down. However, it is important to remain fair. Depending on their contract, duties, and work hours it is up to you to discuss and determine a fair wage for them. Compromise and understanding is the key to cutting costs while also maintaining a fair and equal environment.
To help with this, we have created a salary and hourly rate benchmark tool you can use to find the right compensation for the current market. We want to enable you to reduce labor costs prior to any hiring. This way, you’re prepared for the type of compensation you feel should be provided. Knowing what the current labor market looks like for positions you’re hiring for will make it easier to create a fair and reasonable salary margin for your workers.
In conclusion, one thing’s for sure - treat contingent workers just like you would your permanent workers. They both want the same things and are working towards similar goals. So, why treat them any different?
Having trouble finding out how to get your contingent workforce to stay, or even attract them in the first place? Here’s how PeopleTicker can help. Download our Contingent Labor Review now!
Don't miss out on being competitive with your compensation offerings with this plan: