Many companies in today’s business environment benefit from hiring a contingent workforce, or contract workers. These are employees who are valued for their expertise in areas where your business may be lacking, or employees needed for a specific, limited-scope project. They allow flexibility and access to skills that you otherwise would not have without a long and involved hiring process. A contingent workforce also helps reduce costs a business incurs as the employer isn’t required to provide health benefits, retirement packages, sick pay, etc… According to the Bureau of Labor Statistics, these savings amount to an average of 30% in total employer compensation costs.
If your business has found a valuable contingent employee, what steps have you taken to ensure that the contract worker wants to continue working for your company when the project is completed? Because there are so many companies hiring contingent workers, they have many options when it comes to choosing which companies to partner with. There are steps you can take to create an inclusive culture to ensure that top talent stays with you on a contract basis.
1. Include them in the HR Life Cycle:
There are many opportunities in the HR life cycle to include a contingent worker, the most important being the knowledge of the Vision and Culture of your company. Make a point to introduce and explain the vision and values your company holds. Another milestone in the HR life cycle is Engagement and Reward. When a project goes well, take time to celebrate your contingent employees by recognizing their accomplishments. Including contingent employees in this practice shows them that they are valuable and highlights your company as one to work for in the future.
2. Cultivate a Positive Employee Experience:
Another way to create an inclusive contingent workforce culture is to create a positive employee experience. Things such as including a contract worker in the decision making process, honoring them on their birthday, and inviting them to company picnics or social gatherings are ways to invest in the relationship and make them feel valued. These practices ensure that a highly talented contingent worker will want to return to work on an additional project at your company.
3. Incorporate them into your Performance Management
When a contingent worker has proven their value within your organization, take the time to incorporate them into your performance management evaluations. This type of feedback allows them to confidently add the experience with your company to their resume and show their value in the marketplace. Contingent workers aren’t usually privy to constructive feedback because of the nature of their employment status. Many welcome this feedback to improve their performance and work. It also fuels confidence in their relationship with your company.
Conclusion
ontingent workers are a valuable asset. When you find a contract worker who outperforms your expectations, think about how you can continue the relationship. Creating an inclusive contingent workforce culture will ensure you are retaining the best talent in the industry.
