In today’s ever-changing workplace, more and more individuals are taking the self-employment route rather than traditional full-time employment. In fact, Forbes forecast that 50.9 percent of Americans will be working as freelancers by 2027.
Given these shifts in the labor force, temp and full-time employees already find themselves working in the same office albeit the significant difference in pay, schedule, and overall flexibility. With the apparent need for fair treatment, companies must start exploring new trends to effectively manage both types of employees.
Begin with these couple of ideas below to groom a healthy workplace for both your temp and full-time employees.
Avoid creating a hierarchy in the office.
Nowadays, offices are often divided between temp and full-time employees. As a result, temps feel like they are at the bottom of a hierarchy where full-time employees enjoy at the top. They may also not feel as included in the workplace as their full-time counterparts.
In this case, the best practice is to break the stigma. Companies need to set the right standards and formulate management styles that accommodate all team members, while still abiding by laws and regulations.
Always have “culture fit” in mind when hiring temps.
Ask yourself: Will this candidate assimilate easily into the company’s culture?
Many employers overlook this detail when hiring contractors because of the temporary arrangement. Although your temp staff stays only for a short time, you should still ensure that you are hiring people who are a good fit for your company and its environment.
After onboarding, help temps transition not only into the role but also into your office easier. Give them tips about the team's and office's culture, pointers on communication tools, or just a list of popular lunch spots. Even the smallest details can make a huge difference to a temp staff's morale and being a culture fit.
Listen to concerns from your full-time staff.
Full-time employees are now standing up on behalf of temps and speak out whenever they perceive unjust treatment. One thing they may petition for is fairer contracts for temp staff who oftentimes do not receive reasonable pay or benefits as full-time employees do.
Companies must not just blindly take note of these concerns, they should also actively seek ways to resolve the issues. With social media on the rise, companies should be prepared to see more campaigns for workplace equality in the future.
Pay attention to the needs of your temp staff.
Independent contractors are well on their way to making up the majority of the workforce. Thus, companies have to be competitive enough to address the needs of temp employees. Now that the workforce trend is slowly moving to their side, you have to re-evaluate your compensation package for them.
After all, there’s a good chance that they will make up a good number of your employees less than a decade from now.
Create a balance.
When it comes to making room for both full-time and temp staff, it's essential to maintain a healthy balance. You have to encourage a harmonious relationship between them.
As they often work together, the last thing you want is a toxic office environment where one employee group feels inferior to the other. This might interfere with productivity and harm your company in the long-run.
With a culture that's welcoming to all types of workers, you will have a strong head start as and when the workforce advances.
If you’re currently looking to grow your team and add new talent, be sure to contact us. ICS is committed to helping your company achieve its goals by bringing you the top talent. Click below to begin your search for the best fit.