Tag Archive for: Management Tips

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.

5 Mistakes That Every New Manager Should Learn From

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Nearly every first-time manager is going to make some mistakes. Usually, it’s because overseeing others is new to them. Additionally, they might have received little (if any) training or guidance before starting in their new leadership role. While having prior experience as a leader – such as heading up a project – can make a difference, that often isn’t enough for new managers to avoid all potential errors. However, that doesn’t mean mistakes can’t be sidestepped, particularly if you know they may occur.

If you are a new manager, here are 5 mistakes that many freshly minted leaders make and how to avoid them:

1. Change for the Sake of Change

Many new managers feel like they need to make their mark. As a result, they examine every aspect of their team or department with an incredibly critical eye, seeking out fault in every corner. Then, they decide that sweeping changes are the best way to go, even if the team is performing admirably. While change can be a necessity at times, first-time managers shouldn’t automatically institute changes just because they are in a leadership position.

Change for the sake of making a mark usually isn’t beneficial. Instead, it’s viewed as a strange power grab or a way to assert dominance. Before you make adjustments, talk to your team. Find out what is working and what isn’t. Ask them if there are changes they want to see or what could help them be more productive. As you identify potential problems, share your thoughts about solutions, and get feedback. Make the process a joint venture between everyone on the team. That way, you can figure out whether adjustments are needed and, if so, how to approach them best.

2. Maintaining Too Much Distance

Some new managers believe they have to distance themselves from their employees. They mistakenly believe that getting to know them on a personal level is in bad form, or that it prevents them from being seen as a strong leader. In reality, getting to know your team is a smart move. When you sit down with them individually, you can learn more about their goals, motivations, and aspirations. This gives you details that you can use to help empower and guide them. Plus, you can work together to create plans for long-term career success as well as discuss approaches for short-term improvements, boosting morale and productivity.

3. Dodging Problem Employees

It isn’t uncommon for many new managers to have limited, if any, experience dealing with challenging employees. They might not know how to provide constructive criticism, take corrective actions, or document troublesome behaviors. This could lead new managers to try to dodge the problem entirely, hoping the employee will magically improve. But letting difficult workers create issues on the team is never a good idea. You can’t let these problems linger or go unaddressed. Instead, you need to face them head-on, usually by meeting with the employee in private, delivering constructive criticism, and following company policies regarding documentation and corrective actions. That way, you can improve the quality of your team, creating a better situation for everyone.

4. Being Overbearing

New managers often make the mistake of being overbearing, driven by the desire to prove their competence and maintain control over every task. This micromanagement can stifle creativity and lower employee morale, making team members feel undervalued and distrusted. However, providing employees with autonomy fosters an environment of trust and empowerment. When workers are given the freedom to make decisions and manage their responsibilities, they become more engaged, motivated, and fulfilled in their roles. Autonomy not only enhances job satisfaction but also encourages employees to take ownership of their work, leading to higher productivity and a more harmonious workplace dynamic.

5. Focusing on Tasks, Not People

New managers often fall into the trap of prioritizing deadlines and deliverables above all else, as they strive to prove their capabilities and achieve measurable results. While these objectives are important, an excessive focus on task completion can lead to neglecting the human side of leadership. This approach may cause team members to feel undervalued, overworked, or disengaged, ultimately damaging team morale and long-term productivity. By failing to invest in the development and well-being of their team, new managers risk creating a high-stress environment which can lead to burnout and increased turnover. Striking a balance between achieving goals and fostering a positive team culture is essential for sustainable success.

Leading with Confidence

One of the best things new leaders can do is to get to know their team on a personal level and support their well-being. This can help them avoid common mistakes such as change without input, maintating too much distance, doding difficult conversations, being overbearing, and putting too much emphasis on tasks instead of employees. Building strong relationships helps create trust and open communication, which are critical for effective leadership. Confident leaders who prioritize their team’s development and maintain a clear vision inspire not only productivity but also loyalty among their team.

If you’d like to learn more about the mistakes many new managers make and how to avoid them, Award Staffing can help. Contact us today and see how our leadership 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.

Creating a Work Environment Your Contingent Workers Will Enjoy

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Having a positive workplace does more than simply make the workday more pleasant. Often, it boosts morale, and that can translate into higher productivity. While creating a culture that appeals to your long-term staff is often a primary concern, by crafting one that your contingent workers can also appreciate is a smart idea. This ensures that everyone is happy, allowing them to be at their best while they are part of your team.

Here are 6 ways to create a positive work environment:

1. Start with the Workspace

When the physical environment is pleasant, everyone is more comfortable, including your contingent staff. Make sure everyone has access to enjoyable spaces, like well-appointed breakrooms. Focus on providing quality lighting to make interior areas less dark and give access to ergonomic workstation options whenever possible to promote good health. Anything that makes your workspace attractive and highly functional can be an idea worth exploring. If you aren’t sure what your contingent workers will appreciate most, consider asking. They will likely be happy to provide their input.

2. Offer Development Opportunities

Since your contingent workers may not be with you for the long-term, providing them with professional development opportunities can make you stand out as an employer of choice. Many employees accept contingent positions to help build their resumes and gain additional experience. If you can assist them in reaching this goal, morale can soar. Plus, you get the added benefit of a higher skilled workforce, which may make achieving your business objectives easier as well. Another bonus of offering professional development opportunities is the ability to create a sense of loyalty. This increases the chances that short-term workers will stay for the duration of a project as well as interest in staying on as permanent employees if the option arises. This ensures you are not experiencing a revolving door of contingent staff members, creating a stable situation for you and your workforce.

3. Provide a Variety of Work

Providing a variety of work not only keeps contingent workers engaged, but also fosters a dynamic and stimulating work environment. By exposing them to new challenges and tasks, you encourage skill development and keep the workday interesting. This approach not only prevents monotony but also taps into the aspirations of contingent workers who are eager to broaden their experience and enhance their professional growth. When contingent workers feel that their roles are diverse and meaningful, it contributes significantly to their job satisfaction and overall enjoyment on the job, ultimately benefiting the entire organization.

4. Be Transparent

Transparency is something every employee craves. Understanding the current state and health of the business provides everyone with a level of security, including your contingent workers. Additionally, by keeping your supplemental workforce apprised of their employment status, such as whether a project’s progress may result in shorter or longer-term assignment options, you can help them plan for their future. Ultimately, no one likes being left in the dark, so make an effort to keep your contingent staff informed if you want to create a work environment they will enjoy.

5. Put Trust in Them

Some companies worry about giving their contingent workers too much autonomy. However, if they have the skills and experiences necessary to succeed, extending them trust can do more than just improve morale but also free up managers who may otherwise be micromanaging the team’s activities. Trust also builds a sense of loyalty between contingent workers and the company. Even if the assignment is short-term, this connection may make them more inclined to stay for the duration, increasing your retention rates while improving morale.

6. Show Appreciation

Similar to any employee, contingent workers want their hard work to be recognized and appreciated. Taking the time to celebrate their achievements and show gratitude for their contributions can go a long way in making them feel like valued members of the team. Some ways to show employee appreciation is through highlighting accomplishments in company newsletters, starting an “Employee of the Month” program, or celebrating significant milestones. These initiatives can significantly boost morale and create a positive atmosphere within the workplace.

Setting Up for Success

By following these six tips, you can create a work environment that everyone on your team will enjoy. Not only will this improve morale and productivity, but it may also make your company more attractive to top talent in the future. A positive workplace culture is crucial for any organization looking to thrive. So, if you are interested in how to make your workplace more welcoming to your contingent staff members, Award Staffing can help. Contact us to speak with one of our experienced team members today.