Motivating Your Contingent Workforce

As with most organizations the need for contingent workers is usually created when there is a special project at hand, or when high peaks of business are expected.  I commend the organizations that take time to build a relationship with an agency to supply their temporary helpers (really helps when you need 20 bodies in a single bound), but how do you build a relationship with your contingent staff that promotes loyalty and engagement?

What do you do to motivate them?  I recently met someone that posed these questions, and after some thought I realized that it really comes down to basics.  Anyone that's taken a psychology 101 class surely can recall Maslow's Hierarchy of Needs.  I've included a nice illustration below that summarizes our needs~in order (according to Maslow) of what we need toward our path of self-actualization.

The theory has it that once our psychological and safety needs are met the next need in line is love or belonging.   How are helping with this need when it comes to your temporary workers?  Helping to satisfy this need will definitely tie in to that higher level of engagement that you are seeking.  Here are some suggestions that will help you in establishing a level of belonging for your contingent worker:


Performance Reviews
These are a great tool for your regular employees, and they don't need to be tied to any wage increase.
They present an excellent opportunity to connect with your temp workers. Reviews promote goodwill and most importantly gives you the opportunity to praise and also to coach.  On the flip side it also helps the temp worker if there are challenges, and provides you an opportunity to get them back on track as needed.  

Employee Satisfaction Surveys
If you have a survey do not exclude them.  That's a powerful statement when you exclude them, and one that should be avoided.  Their feedback is important, and them knowing that it's important to your organization makes them feel part of the team.

Employee Recognition
There should be a recognition program for your temporary workers.  It's no fun being excluded, and what if that stellar temp can become a stellar regular employee.  This is your time to shine, and this in fact may get you those extra votes for the workplace of the year nominations.  Temp workers have a fresh vantage point and can have great ideas that can make awesome contributions to the team.  Recognize their successes along with the successes of your permanent employees. 

Showcase Your Temp to Hire Stories
Nothing is more encouraging and motivating than to hear of someone who was a temp just like you, and now they are a full-time permanent employee.  "Woo-Hoo" moments like that should be showcased and shared. 

Training
Savvy employees thrive on receiving training that makes them more marketable and valuable.  Share the wealth with your temp employees.  Share with them the training you will be providing, so even if there is not an opportunity for placement within the organization-they still come on top with additional skills once their assignment is over.  Also include them in your culture training and new hire orientations.  This in fact will make you stand out in the crowd of employers.  This is a classy way of letting temps know that are valued and belong to your organization.

~Treat your customers exceptionally well, and treat your employees (regular or temp) better than your customers!

Thank you for reading my blog.