Keep contract workers engaged while on the job

Employers tend to see contingent workers as unequal parts of the company dynamic, often excluding them from training programs or aspects of workplace culture. With almost a third of the labor force being contract employees, businesses cannot afford a high turnover of their contingent staff. Companies employing temporary workers can help prevent short-term staff members from becoming disengaged and leaving the job by adopting a few strategies.

• Designate a check-in schedule right at the beginning of the contract
• Inform permanent workers on the temporary employee's duties to create a support system
• Encourage contractors to share some of their experience with other members of staff
• Focus on development, even if the worker will not be staying long
• Invite short-term employees as honored guests to company functions that are outside of the designated work day
• Stay up to date on workplace interactions to identify any issues early on

Staffing firms sending out employees to jobs might want to consider putting in place a communication network between temporary workers and the agency to keep informed on what is happening on the job. Employers can avoid a high contingent worker turnover by integrating contract employees into company culture for the time period they are with the business.