Temporary workers

How to make your temporary workers feel part of a team?

How to make your temporary workers feel part of a team?

In this article, our Senior HR advisor, Dan Williams, discusses how employers can ensure they make temporary workers feel part of the team.

For many employers, helping your temporary (or casual) workers feel like part of your team is essential to good business. That is because temporary staff make up a key part of your workforce. This is especially the case during busy times of year like the run-up to Christmas. Of course, you want your permanent staff to be completely integrated into your workforce. However, do your temporary staff feel as included and supported as they should?

Be well prepared for their arrival

Nothing gives someone the impression that they are not valued more than having to ‘make do’ on their first day. So make sure their workstation, IT and supplies are all sorted before they start work. Your goal should be to make your new team member feel welcome and easily fit into the company from their first hour with you. No matter the contract they are on, they are still your team.

Communicate every day

You do not want your temporary staff to feel forgotten about once they start work. Feeling welcomed and supported goes beyond the first day’s induction. Aim to talk to them in person or on the phone at the end of their first day at work, then in the days after that. Everyone wants to know how they are doing in their job. Giving them feedback can help them improve their performance and motivate them to give 100% while they are there. Consider asking them for feedback, too. What can you learn from their observations about the role, the team they are working with or anything they have noticed about the company culture.

Help your temporary workers feel part of the team by welcoming them

Do your temporary workers go unnoticed on their first day? Alternatively, are they welcomed in like any other new employee? Going into a new workplace where you do not know anyone can be an isolating experience. Introduce them to other employees, especially those whose workstations are near theirs. A decent induction and onboarding process are as important for temporary staff as they are for permanent employees. Take the time for an in-person tour, or a virtual tour of the organisation if they are starting remotely.

Bring them a buddy

It is no surprise that starting a new temping role at a company, where you do not know anyone, can feel a little intimidating. A buddy system is a way to help temporary workers feel connected with the existing team. Having a friendly face to answer questions can help them feel more welcome.

Invite everyone to team meet the employee

Seeing everyone else troop off for an evening out or a work lunch can be dispiriting. You want your temporary workers to feel like part of the team, not as they are outcasts. So make every effort to be inclusive with socialising plans and work events. Of course, it is understandable if a work event had to be booked and paid for well before that temporary worker started. Nevertheless, getting a chance to mix outside working hours can boost morale and foster strong team connections. These occasions also offer opportunities for real friendships to blossom.

Include temporary workers in meetings

Invite temporary staff to attend meetings as if they were permanent staff. That includes catch-ups about projects that might finish when they are no longer with you. On the other hand, future goals down the line (excluding meetings involving sensitive information). What is the point of asking temporary staff to meetings if they are only here in the short-term? Being as inclusive as possible brings many benefits. First, the temporary workers will get to know how their role fits with the rest of the company. Their input and perspective as someone who is worked in different companies could also be valuable. One day they could end up permanent employees, we do not always have a crystal ball.

Stretch them

Chances are, your temporary workers don’t want to be temporary forever. In addition, of course, they have varied skillsets and diverse work experiences that equip them for more than the tasks they’re doing in their current role. Ask them about their work history and future goals. They might be able to extend their work remit while they are with you. Alternatively, you could introduce them to people who could help with their next permanent job.

Should you wish to discuss any of these points, or you are looking to create a smooth HR operation be sure to contact us at HPC.

If you have any concerns or would like to discuss the topics within this article further, please get in contact with the HPC team today. 

T: 0844 800 5932

E: contact@highperformanceconsultancy.com

Twitter: @HPC_HRServices

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