Systems and processes: Ensure that temp staff have easy access to information pertaining to their employment, grievance redressal, claims, benefits, attendance, leaves and more, irrespective of where they are located. Giving temp employees online access to self-help portals or multilingual call centres are key.
Accountability and rewards for performance: Pen detailed job descriptions and expected performance parameters, even if it is for a specific short duration. This will help in building accountability and getting temps involved. It also sends out a message around the role being important for the organisation. Appreciation or rewards for their work in any form motivates them in their work and hence everyone within the organisation needs to be sensitised towards this.
Respect and path to progress: While there could be differences in benefits and other entitlements between a permanent and temp employee, it is essential that at work there is no attempt to make visible differentiation. In fact, temps can become the most effective hiring channel for permanent roles within the organisation. This not only means lower hiring costs, it also ensures they are adequately pre-trained in the organisation’s system, processes and policies.
Feedback at point of exits: Since their future stake in the organisation is low, temps are are likely to give accurate feedback around a company’s internal systems, processes. This can be an important input towards improving various aspects of the business as well as dealing better with temps in the future.
Role clarity: The key difference between permanent and temp staff is tenure of employment. It is not related to talent, skill, salary or performance. Their activity and role is determined by the need for flexibility and the needs of the project, which may be different from what permanent employees are doing, but is no less important.