Contingently Challenged?

The way a company treats their contingent workers may become increasingly important as they attempt to attract that highly experienced talent.

Contingently Challenged?
It has been estimated that one-third to two-fifths of the U.S. workforce are currently in contract, part-time, or in non-standard jobs. Question MarkThe ranks of these contingent workers are expected to grow as companies seek ways to reduce costs and make adjustments to changes more nimbly. The way a company treats their contingent workers may become increasingly important as they attempt to attract that highly experienced talent.
 
Companies might be tempted to treat contingent workers as a “second-class citizens” or interchangeable cogs, giving little thought to the kind of work experience the worker is obtaining working there not realizing this could potentially be a very costly mistake. Some companies also fear that including contingent workers in team-building events, parties and other perks might be construed as crossing the line into a legal employment relationship. As the need for contingent workers grows, companies need to keep in mind the best of contingent workers will have lots of choices regarding where they might work. It makes sense to consider what might make your company an attractive place for non-traditional workers. Brian Kropp, analyst with the research firm the Corporate Executive Board admonishes “organizations need to rethink their approach to contingent workers; if you treat them as ‘hired help,’ then they will behave as ‘hired help.'”
 
Here are some differentiators that will make your company an attractive place to work — for both employees and non-traditional workers:

  • Respect both employed and temporary / contingent staff for what they bring to the table, after all you hired them.
  • Make sure all new workers understand their assignment; provide training as necessary to ensure success.
  • Help your staff understand how their assignment fits into the bigger picture; no one enjoys working in a vacuum.
  • Seek to understand what their talents and interests are so that you can fully capitalize on the value they could bring to the organization. The better the fit, the more robust the job performance.
  • Recognize a job well done. Everyone appreciates well-deserved kudos.
  • Include all participants in celebrations of milestone and in other office get-togethers.

To learn more about how other Life Science companies have partnered with us to overcome hurdles and capacity issues, and tapped into our skilled professional talent pool, contact me at 612.703.4236 or email me at: pnorbom@talencio.com. Talencio, LLC has been the preferred provider of vetted, accomplished professionals to the Life Sciences community for more than seven years.

 

Source:

A Great Place to Work for Contingents. Ed Frauenheim for Workforce, March 23. 2015.

Contingent Workers: Why Companies Must Make Them Feel Valued. Ed Frauenheim for Workforce, August 3, 2012

Older Workers Transform the Modern Workplace. USA Today, February 25, 2013.

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