Time & Attendance
Prevent Call Outs
Implementation & Launch
By Staff Report
Sep. 19, 2012
Dear Stop the Revolving Door:
Contingent workers have traditionally been treated quite differently than permanent staffers. The perception is that the nature of their employment—short term, along with typically higher rates of pay—justifies the sometimes shabby treatment they receive at work.
For example, contract, project and casual employees usually are not included in training courses, social events and internal communications. Although there are legitimate reasons to treat contingent employees differently in many respects, they are still people who go home at night and reflect on their day at work.
All workers contribute to value to an organization, regardless of the nature of their employment contract. And like most employees, contingent workers crave engagement. They more engaged they are by their employer, the more likely they are to be highly productive.
Contingent employees do have one facet of life that is quite different to permanent staff. They have to address the question “How will I make my next mortgage (or rent) payment?” much more frequently than those drawing a regular salary.
Don’t assume that a contingent worker is happy to wait for the contract to expire to begin discussing a new deal. If you do, you probably will experience massive turnover. Workers of all types flock to certainty — and if is not provided by the employer, employees will provide it by securing their next project elsewhere.
So, in terms of practical implications for reducing turnover for contingent staff:
There’s clearly a relationship between the level of basic human regard given to contract staff and their subsequent intentions to stay, return and perform at their highest level. Treating contractors in line with the true value they contribute will pay dividends by way of retention.
SOURCE: Lisa Halloran, Retention Partners, Sydney, Australia
LEARN MORE: There are sound business reasons to keep contingent workers from leaving the fold.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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