Tag Archive for: Contract Workers

5 Ways to Measure Continguent Workers’ Performance

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By using contingent workers, your company experiences numerous benefits. Not only does your workforce become highly flexible and adaptable, but most organizations also save money by using this workforce management approach. However, even if these workers are only with you for a short time, that does not mean you shouldn’t monitor their performance. Otherwise, you may not achieve the desired result, including not reaching productivity goals or struggling against inefficiency.

If you want to make sure your contingent workers are meeting your expectations, here are 5 ways to measure their performance:

1. Identify Key KPI’s

When evaluating the performance of contingent workers, it’s important to recognize that the same KPIs you use for permanent staff may not always apply. Temporary employees are typically hired for a very specific reason. Whether it’s to fill a short-term skill gap, meet seasonal demand, or speed up the completion of a project. Because of this, their success should be measured against the unique goals you had in mind when bringing them on board. For instance, your priority may be to accelerate a project timeline or maintain service levels during a busy season. The key is to align performance measures directly with the reason you hired them in the first place. By using this approach, you are measuring the success of a contingent worker based on the impact you were expecting.

2. Assess Project Outcomes

One of the most effective ways to evaluate a contingent worker’s performance is by examining the success of the projects or tasks they were assigned. Start by defining clear objectives, including deliverables and deadlines, to establish a benchmark for success. Evaluate the final results by comparing them to these initial goals. Consider whether the project was completed on time, within budget, and met expectations. Analyze the worker’s performance to determine if they exceeded expectations through innovative solutions or problem-solving. Additionally, in team-based projects, it’s crucial to identify individual contributions to ensure that each member’s impact is properly recognized. This approach ensures a comprehensive evaluation of both the project’s success and the individuals involved. By centering evaluations on outcomes, you get a clear sense of the worker’s ability to deliver value.

3. Evaluate Adaptability in Different Roles

Contingent workers are often brought in to address a variety of staffing needs, from filling critical short-term gaps to managing evolving workloads. Their ability to adapt quickly to new environments and requirements is a key indicator of success. Tracking the ease with which contingent workers transition is key to understanding their adaptability. Observe how well they adjust when assignments or expectations change. Did they seamlessly move between teams or take on entirely new functions? Another important metric is time-to-competency, which measures how quickly a worker becomes productive in a new role. Fast learners and adaptable professionals often bring greater value. Additionally, identifying versatility is crucial. Look for workers who can manage multiple tasks or roles without compromising the quality of their work. Adaptability shows not just a worker’s flexibility, but also their ability to overcome challenges.

4. Consider All Benefits

When evaluating the performance of contingent workers, it’s important to look beyond the immediate financial benefits they bring. While cost savings are often the first thing that comes to mind, non-financial benefits can provide a more complete picture of their overall impact. For example, consider the value of customer satisfaction. If bringing in extra support during a busy season creates a smoother customer experience it is just as meaningful as the dollars saved. Similarly, contingent workers can step in to fill critical skill gaps, allowing projects to move forward and maintain productivity. These contributions may not always show up on a balance sheet, but they play an essential role in shaping outcomes.

It’s also worth noting that the way we measure contingent workers can be different from how we measure permanent staff. With long-term employees, expectations around growth, career development, and consistency are typically higher. For contingent workers, however, effectiveness often comes down to how quickly they can adapt, how well they integrate into your team, and whether they deliver results in a short timeframe. Taking both financial and non-financial factors into account gives you a more balanced way to assess performance and ensures you’re capturing the full value these workers bring.

5. Peer Appraisals

When you bring a contingent worker onto an existing team, the permanent employees they work with often have a solid understanding of the value the contingent worker is or isn’t providing. Peer appraisals can shine a light on issues or accomplishments that may be overlooked by management, particularly if the worker is only there for a short time. Speak with team members who have been performing similar duties (compared to what was assigned to the contingent worker) and ask them to evaluate the short-term employee’s performance or contributions. They will have first-hand knowledge that can be incredibly valuable in measuring the contingent worker’s success.

Hiring Your Contingent Workforce

By applying these strategies, your organization can unlock the hidden potential of a contingent workforce, fostering stronger engagement and long-term success. Don’t hesitate to explore new ways to approach performance measurement—it’s a step forward in making your workforce strategy even more effective.

If you would like to know more, the experienced professionals at Award Staffing can help. Contact us to speak with one of our knowledgeable team members today and see how our employee performance management expertise can benefit you.

6 Qualities Every Continguent Worker Wants in a Manager

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Being a great manager requires more than just experience in the field. You also need a particular set of traits, ensuring you can lead your team effectively. Employees look for traits such as a positive attitude, empathy, honesty, and effective decision making to help them be successful at your business.

Here are 6 traits continguent workers hope to see in their boss:

1. A Positive Attitude

Just as you prefer to work with employees who have positive attitudes, your contingent workers feel the same way about their managers. When company leaders are excited about their roles and the business, don’t dwell on problems, look diligently for solutions and inspire people with their mindset, your team is going to be at its best. Ultimately, positivity can be contagious, and it is certainly more pleasant than a workplace filled with negativity.

2. Focus

Managers often have to juggle multiple projects and priorities. While this can be challenging, a leader must be able to remain focused, ensuring they can execute the plan they have laid out and relay critical information to their teams to keep everyone on target. Without focus, your contingent workers may not know what tasks they should handle or where your priorities lie. This can lead a workplace to feel jumbled and disjointed, and that isn’t appealing to your short-term staff.

3. Empathy

While managers need to keep the company’s needs in mind, the best leaders also have a heart. Empathy allows leaders to adjust their approach and demands based on the situation, ensuring that expectations are realistic, even if they remain challenging. Now, empathy does not mean you have to accept a subpar performance. Instead, it is simply having the emotional intelligence to assess a situation and make changes if appropriate, ensuring no one is overburdened along the way.

4. Honesty

Nothing will send a contingent worker running for the hills like a dishonest manager. While some leaders try to justify hiding the truth by saying it is for the protection of their employees, not telling your team what they need to hear harms transparency and your culture. You don’t have to be harsh to be honest. Instead, just make sure to be straightforward and share information that impacts your team whenever the need arises.

5. Accountability

If you want to build trust with your contingent workers, accountability is a must. Following through on your promises and providing them with the information or support they require is essential. Plus, when you are accountable, it is easier to hold your staff accountable too. That way, everyone is adhering to the same standard, creating a uniform expectation at every level.

6. Effective Decision-Making

Effective decision-making is a vital component in fostering a productive and cohesive team environment. Contract workers, whether short-term or long-term, rely heavily on clear guidance to understand their roles and organizational priorities. A manager who can make decisions efficiently ensures that questions are resolved quickly, allowing the team to maintain momentum and focus on achieving their goals. This level of clarity and decisiveness builds trust, enhances productivity, and empowers your team to perform at their best, driving your company forward.

Building Your Team

Great managers possess the ability to inspire confidence, build mutual respect, and create an environment where contingent workers feel valued and supported. By demonstrating a postive attitude, focus, empathy, honesty, accountability, and decisivenes you can foster stronger team collaboration and achieve long-term success. If you’re ready to empower your workforce and optimize your management practices, explore our services today! Let’s help you build a stronger, more engaged team.

5 Tips When You’re Struggling to Find a Job

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Are you feeling overwhelmed by the current job market? You’re not alone. Finding a job may take longer as job seekers face increased competition for a select number of available roles. This is due to a decrease in job openings, economic uncertainty, and budget constraints. It can feel like a daunting process, but with the right strategies, you can stand out and secure a position that fits your skills and ambitions.

Job searching isn’t just about finding the right position; it’s also about maintaining a positive mindset and resilience. The process can be long and challenging, but staying optimistic keeps you motivated. When you approach each opportunity with enthusiasm, employers notice your energy and passion. Even if you face setbacks, remember that each rejection brings you closer to your ideal role. With persistence and determination, you’re more likely to succeed in your job search.

In this blog, we will cover 5 practical job search tips to help you stay focused, build resilience, and increase your chances of success.

1. Develop Your Personal Brand

Developing a strong personal brand is crucial for effectively communicating your value to future employers. Why? Because your personal brand is your professional identity, and it sets you apart from other candidates with similar qualifications. By writing how you talk, you not only showcase your personality but also create a more genuine connection with potential employers. To begin crafting your personal brand, consider sharing your background and expertise in a way that highlights your unique experiences and achievements. This could be through an engaging LinkedIn profile, engaging with industry content on social media, and commenting on posts from leaders in your field. Building a strong personal brand can open doors to new job opportunities and help you make a lasting impression on potential employers.

2. Ask for Help

In your job search, don’t underestimate the power of asking for help and connecting with industry professionals. Tapping into the hidden job market can significantly enhance your chances of finding the right opportunity. Many employers prefer filling positions through referrals rather than publicly posting every opening. By actively networking and reaching out to people in your desired field, you can gain insights and access to unadvertised roles, ultimately giving you a competitive edge. Also, don’t be afraid to tell others you are open to work. You never know who might have a lead or can introduce you to someone in their network.

3. Be Strategic in Your Job Search

A targeted approach to job searching can save you time and energy. Instead of applying to every job opening, take the time to understand if a role truly aligns with your career goals and personal values. Prioritize quality over quantity by targeting positions that match your skills and interests, rather than spreading yourself too thin. Setting clear objectives will help guide your efforts, making each application more impactful and purposeful. By focusing on roles that genuinely fit you, you’ll not only increase your chances of landing a fulfilling job but also ensure that your career trajectory remains on the right track.

4. Explore Contract Roles

Exploring contract roles can be a game-changer for your career. These roles offer the unique opportunity to gain diverse experiences and develop new skills in real-world settings, which can significantly enhance your professional profile. Far from being limited to entry-level positions, contract roles are available across a wide range of industries and skill levels, providing an excellent platform for seasoned professionals to showcase their expertise. Additionally, many contract positions can serve as gateways to permanent job offers, allowing you to transition seamlessly into full-time opportunities. By pursuing contract roles, you open doors to valuable industry exposure and networking, laying the groundwork for a successful and dynamic career path.

5. Set Up Job Alerts

Job alerts are a powerful tool for anyone struggling to find the right job. By setting up job alerts, you can receive timely notifications about positions that match your criteria, ensuring that you never miss out on potential prospects. These alerts save you time by eliminating the need to constantly search job boards, letting you focus your energy on crafting compelling applications. Customize your alerts to include specific industries, companies, and job titles. With job alerts, you can be among the first to apply, increasing your chances of standing out to employers. Start leveraging this feature today, and take the proactive step towards securing your dream job.

Getting Started

Finding a job in today’s market may feel challenging, but with the right mindset, strategies, and tools, you can overcome obstacles and land your ideal role. Focus on building your personal brand, seeking support, and being strategic to enhance your job search. Keep an open mind and stay persistent, and you’ll be on your way to a successful career in no time. Remember, finding the right job takes time and effort – but with confidence and determination, you can achieve your goals. Let us help you find your next job opportunity. Contact us today to get started.

How to Successfully Onboard Contingent Workers

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In today’s dynamic workforce, more businesses are turning to contract workers for their staffing needs. These highly skilled individuals offer flexibility, cost savings, and unique expertise that can benefit any organization. Successfully onboarding these contingent workers is crucial, not only for their productivity but also for fostering a positive culture within the organization. This blog aims to provide practical and informative guidelines on effectively integrating contract workers into your existing teams. Let’s dive in and explore how you can make the most of this flexible employment model.

Here are 6 crucial steps to onboard contingent workers:

1. Show That Work Matters

A good way to incorporate contingent workers in company culture is to show them how their work contributes to the organization. This may seem obvious, but it’s easy for contingent workers to feel disconnected from the company’s goals and values if they don’t have a clear understanding of how their work fits into the bigger picture. It’s important to communicate why the work they do matters and how it aligns with the organization’s values.

Employees who grasp the positive impact of their work on the organization often experience higher levels of job satisfaction and motivation. They feel valued, knowing that their tasks are not merely routine but integral to the organization’s success. This sense of purpose tends to foster a happy work environment, as employees can see the fruits of their labor contributing directly to the company’s objectives. Moreover, this understanding fuels their creativity and productivity, as they are more invested in outcomes.

2. Prepare Them for Success

To onboard contingent workers it is crucial to provide them with the essential tools and resources needed for their success. This means providing them with access to the technology and equipment they need to perform their job duties. It also involves providing access to training and educational resources that will enable them to develop new skills and enhance their knowledge. Additionally, it’s important to establish clear expectations for their work performance from the outset and to establish regular check-ins to ensure that they are meeting these expectations. To ensure optimal performance, it is crucial to provide employees with the necessary resources to excel in their roles. Before their start date, ensure that they have access to the required programs and tools. By doing so, you can minimize stress and prevent any unnecessary delays in their work.

3. Shadow a Mentor

Another way to integrate contingent workers is by having them follow a mentor. This can be someone who is currently working in a similar role or someone who has experience in the organization. A mentor can help the new worker navigate the company culture, provide advice on best practices and processes, and offer guidance on how to handle any challenges that may arise. This person can also serve as an advocate for the new worker, helping to create a sense of belonging within the organization. Additionally, having a mentor can also improve job satisfaction and retention rates for contingent workers, as they have someone to turn to for support and guidance. Overall, providing mentorship is an essential part of setting up contingent workers for success within your organization.

4. Establish Trust

Trust is a fundamental pillar in any professional relationship, particularly between hiring managers and contract workers. Due to the temporary or project-based nature of their employment, contract workers may often feel isolated or disconnected from the organization. When trust is established, it bridges this gap, fostering an environment of open communication, mutual respect, and reliability. Trust can reassure contract workers of their value within the organization, thus promoting engagement, productivity, and commitment to the job. It also encourages transparency, allowing them to voice their ideas or concerns freely, contributing to better problem-solving and innovation. Ultimately, trust is a critical factor in enhancing the overall work relationship, leading to successful project outcomes and a positive work culture.

5. Merge with Existing Team

Encourage your full-time staff to treat contingent workers as part of the team. Organize team-building activities and include contingent workers in meetings and company events. This helps contingent workers build relationships with full-time staff, making them feel more comfortable and engaged with their role and the company. This also bolsters the overall positivity and productivity of your workplace. A unified team fosters a culture of mutual respect, understanding, and collaboration. By welcoming contingent workers, you enable a diversity of ideas and skills, stimulating creativity and innovation. Moreover, this integration signals to all employees that their contributions are equally valued, enhancing morale and job satisfaction. So, take that leap, blend your workforce, and witness the transformative impact it has on your work environment.

Partner with a Staffing Agency

Onboarding contingent workers can be a challenge, but it’s an investment that can pay off in the long run. By following these steps you can ensure that your contingent workers have a successful onboarding experience, one that makes a positive and lasting impact on your organization.

Partner with Award Staffing to access skilled candidates who are a great fit for your open roles. We’ll work with you to understand your needs and find the right contingent workers for your team. Our extensive network of talented individuals combined with our expertise in onboarding and managing contract workers can help you streamline your hiring process and create a more effective and efficient workforce. Check out our services to get started.