Workforce engagement is a big topic around the HR cooler these days. With low unemployment, organizations are finding that cultivating a strong workforce is vital to the success of their organization. But, while office culture and full-time employees are the focus of this cultivation, hourly workers and contingent labor is often left out of the conversation. Implementing best practices for contingent labor can help cultivate a company culture at every level of the organizations.
1.) Consistency: being consistent in engagement programs with permanent and contingent workers is essential and is a good start.
2.) Honesty: be upfront about the possibility of full-time employment, talking about possibilities for the future only if there are genuine opportunities. Also being honest if those opportunities don’t come to fruition. Honesty, it turns out, still is the best policy.
3.) Welcome Feedback: contingent workers often observe an organization from a fresh viewpoint and may have valuable insight based on other assignments they’ve had. Ask their for their opinion. They’ll feel more valued because they are.
4.) Share Industry Insights: Often, contingent workers have the opportunity to not only break into full time opportunities at your organization, but to grow within the industry. Learning about larger issues and opportunities can help them grow their career even after their assignment with you is over.
5.) A Handshake Goes a Long Way: Greeting contingent workers on the first day of their job, and, in fact, every day on their assignment, can makes a temporary worker feel part of the team. Productivity goes up, no-show evaporate, and you’ve just brought talent engagement to all of your talented workers.