Is Talent Engagement only for Full-time Employees?
The term "workplace" today refers to a dynamic, fluid fusion of actual and virtual environments. Even though technology is a major enabler, success in modern workplaces depends on individuals developing new perspectives and skill sets. Organisations are now increasingly plying remote and virtual workers. As people switch gears and work in the office, at home, or on the go, even employees who do have a designated physical area in a firm site have changed their concept of the "workplace." In these changing times, the critical question that arises is -
If our part-time and casual employees are actually spending less time with us at work, how can we keep them informed and engaged?
Everyone benefits when your employees provide their best effort at work. However, many businesses still struggle to foster an environment where everyone may thrive. Reorienting your talent strategies to put your people first and at the center is the first step in creating a workplace culture that draws and keeps outstanding talent. That entails paying attention to and learning the factors that influence the success, satisfaction, and engagement of your workforce which includes full-time, part-time, advisors, contractors, project-based, and other non-traditional employees. It takes time to develop an engaged workforce, but the effort is well worth it.
Employee engagement can be influenced by a range of circumstances, both for traditional and non-traditional employees. You may develop the most effective tactics to engage freelancers in your firm by choosing the areas to concentrate on to increase engagement. Employees must be equipped with the resources they require for success and given the freedom to assume responsibility for tasks and projects. Temporary employees highly regard flexibility as a tool. This increasingly refers to the capacity for independent and autonomous functioning.
Building and keeping a highly engaged team requires employee autonomy. Employee engagement increases when they feel valued and trusted, which is made possible by giving them the freedom to operate independently.
There is usually a stark difference between the benefits that freelancers would like to receive and the allowances that they are usually offered by the organizations. Simply put, offering workers the same insurance and other benefits as a salaried employee does not make financial sense. However, there can be other incentives you can offer to engage these workers:
Performance bonus - An employee may receive a performance bonus as additional compensation for reaching specified targets or particular goals. Since temporary employees work towards a particular and specific goal of the company in the form of projects, it makes the most sense to offer them performance bonuses. According to a survey by Flexing It, 27% of freelancers would like to receive bonuses based on their performance while only 11% of them are receiving it in the current scenario.
Paid time off - Since temporary employees work on a contractual basis, they prefer a smaller time commitment that comes with the role, and also the flexibility to work. Giving them paid time off tends to increase engagement as they avail themselves of the flexibility which in turn increases innovation.
Medical insurance - The leading firms are now offering to cover medical insurance for their part-time workers as it gives them a feeling that they’re one of their own. This, in turn, motivates them to give the company the best that they have to offer.
All employees, regardless of their position, need to feel appreciated and motivated at work. The success of your business depends just as much on your part-time workforce as it does on your full-time employees. You can keep your part-time workforce content, lower turnover, and even boost productivity by making simple adjustments and coming up with fresh methods to acknowledge and value their work. Companies should make an effort to recognize and appreciate their successes and admirable behavior.
Consistent acknowledgment is an effective technique for raising engagement, whether you give out cash compensation, extra benefits, or just regular verbal compliments. Organizations have a fundamental responsibility to determine through measurements if their temporary workers are satisfied with their jobs as much as their permanent employees. Employees who are happier at work—regardless of their job titles —are more productive and efficient at what they do.
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