How can managers motivate contingent workers?
You could believe that motivating your contingent workers isn’t necessary because they’ll only be with the company for a period of time. Right? Wrong!
If you have contingent employees in your workforce, it’s in your best interest to keep them motivated so you can get more out of them. Right? Right!
We’re pleased it’s all cleared up now!
Maintaining your highly skilled contingent workers engaged isn’t challenging in today’s workplace, particularly with the COVID-induced predominance of remote working. It’s that simple: happy and engaged contingent workers can assist you in getting the most out of your investment in them.
As a result, we’ve offered the most acceptable methods for motivating contingent workers in your organization that you can use quickly and easily.
1. Give a detailed description of the role
The significant advantages are twofold:
- If you’ve prepared for their arrival, the worker will know.
- There is a defined path for the worker to follow to deliver what is anticipated from their contract.
This ensures that employees do not feel “spare” or unsure about what they can accomplish.
2. Ensure a Smooth Onboarding Process
Motivating contingent employees starts with this. The worker will have an idea of the following things from the start if your company delivers a thorough introduction.
- Culture and ambiance of the company
- An introduction to the technical aspects of the project.
- Lines and procedures for reporting
- Their task is well defined, and fair objectives are stated.
- Welcome to the company and their team
- Exploring the company’s offerings and value propositions in-depth
- When and where they can get help if they need it
As a result of onboarding, both the employee and your organization will have a pleasant experience.
3. Encourage contingent workers by communicating with them
To keep your contingent workers motivated, you’ll need to maintain two essential communication aspects.
Detailed information on their unique project basis:
Timelines for completing a project
- Deliverables of the project, by whom, and when
- Project team
- Project strategy
- Project progress
- Project reporting
Send out corporate announcements, news, and other notifications to your contingent workforce. As a result, they will feel like a member of the team.
To keep these people motivated, make sure you have all the necessary methods of communication. Establish a regular schedule of meetings – especially since many will be working remotely or working from home.
4. A challenging (and motivating!) environment is essential
The project’s work should be delivered to high-quality standards. As a result, encourage contingent workers to perform above and above the standard requirements of your company. This will have a positive impact on the project, your team, as well as the contractor.
Get to know the workers at the beginning of their contract is also a fantastic idea. Discover abilities you didn’t realize they had when you hired them for your company. Utilize these abilities in their project if feasible. For everyone engaged, this will be a surprise chance for inspiration.
5. RESPECT is an essential condition
RESPECT: What a great tune!
It’s perhaps a little apparent as an incentive for temporary labor. Because of our experience with contingent employees, we’ve seen first-hand what happens when we’re not courteous, inclusive, and considerate of their requirements.
It’s simple to respect these people. Of course, this is a given. Don’t approach them as an afterthought or as an outsider; instead, treat them with respect. It would be best if you treated them with respect and courtesy.
The strategy will pay off in spades.
Net2Source specializes in creating and delivering services that enable clients to succeed in the rapidly changing workplace. We have provided innovative workforce solutions to clients in different industries in the last 14 years. Reach out to us for more information.