Creating an effective system of motivation and involvement of temporary staff.In recent times, companies are increasingly resorting to the services of temporary staff due to objective reasons: reduction of material costs personnel in the state, short-term or one-time projects (remember recently the last Olympics in Sochi, where he was required not only for low-skilled workers, but experts are true professionals). In the labor market occur as freelancers, and specialized companies that engage in the provision of temporary staff.
in this And other cases, the employee is important not only compliance with the employer’s working conditions, the guarantee of timely payment, but also important to the company itself, where he’s going. To a greater extent care about the image characteristic for multinational companies and large domestic players, for which the HR-brand — no longer empty sound, and a really efficient system. The concept of HR-brand or simply company’s image as an employer always belonged to attract permanent staff for long-term cooperation, recently, however, companies increasingly began to think about creating an effective system of motivation and involvement of temporary staff, in which HR brand plays a role. It would be presumptuous to talk about trends, and it would be wrong to talk about some serious motivational system, which would ensure greater involvement of a temporary worker in the process and his interest in this direction are just a few steps, and often, this system is the only adaptation of existing incentive programs for permanent staff.
Indeed, it is necessary to talk more and work in the development of this area, as everywhere companies use temporary staff (secretaries, waiters, drivers, promoters, builders, narrow specialists, and others), which indeed helps the company to cope with periods of peak load, for example, in retail, restaurant business or in emergency situations (disability or leave the person). HR-brand of the company is based primarily on the rapid filling of vacancies: a well-known stable company is not difficult to find interested individuals who do not have to teach, they already have the required qualifications for this work. This is the first. Second, for any employee, it is important observance of all agreements on the part of the employer, and stable company with quality product or service more confidence. Third, in the case of execution by the company of all obligations increased employee loyalty, and next time he will respond to a job offer. Fourth, a temporary employee is a potential permanent employee, decorated in a state about it never forget.
of Course one should not expect rabid enthusiasm from a temporary worker, yet he is more interested in revenue, so to get him incredible dedication and conscientious work, probably will not be easy. However, some employees are really motivated to prove themselves most hardworking, responsible, show their best side, for example, students who are just beginning their professional career. So the temporary staff necessary to form certain expectations from the company work and a high degree of loyalty. It is important to ensure that the attitude was the same as for employees on a permanent basis. Everybody, irrespective of their form of employment, it is important to feel the importance of what they do, the significance of manufactured products or services, and then they will come to the job with more responsibility.
What else can motivate temporary staff? Of course, this is an opportunity for professional development, gain new experiences, useful professional contacts. It is today a temporary employee is one of many, and tomorrow he’s already an expert and rare specialist, and so to treat it, you must always respectful and honest. Another is the added bonus that will be paid if work is done well. To keep staff often pay for travel, meals, can revise the work schedule, etc. of Course, temporary staff, it is difficult to motivate because of the specific employment worked and gone», but with the proper approach and a qualitative assessment of motivation at the stage of the interview you can «grow» very loyal employee who will work for the benefit of the company for many years.
Initially the company-employer conducts employee novice competent instruction, introduces duties, specifics and deadlines, expected results, and introduces the company’s corporate values, because even for a short period, but the employee will be part of a company, this kind of adaptation mechanism of temporary staff.
in General, all activities of the company aimed at the wellbeing of a temporary employee, for his effective work can have a significant competitive advantage in the labor market, when there is no need to poach staff from competitors, long and hard to find staff, even temporary. It is a progressive practice, which enables them to effectively operate the business.
Without doubt, to any employee need to find a approach to build relationships based on professionalism and human principles. In the labour market is very high competition for personnel with different qualifications, so companies should care about their image of the employer.
Olga Eltysheva
Consultant recruitment
Recruitment company AVICONN