How to integrate temporary employees with permanent staff?
In this competitive market, more and more IT companies are opting for staff augmentation services to improve the overall productivity of the workforce and stay ahead of others. Businesses, small or large, often need additional manpower for fulfilling specific project based requirements. With advanced communication, technological developments and most importantly globalization – getting access to skilled professionals all over the globe is getting more recognition. As a result, technology-related businesses like IT are deploying dedicated development teams along with their in-house employees. Temporary or contract-based hires definitely have their own perks but integrating them with the existing staff is also a great challenge for the company.
Employers are keen to provide a good work environment for their employees as it directly affects their productivity. However, bringing temporary employees into the workforce can lead to a strained relationship between permanent employees and temporary hires. Temporary hires don’t get the same benefits as the in-house staff do. Plus, they face challenges like getting bullied or ignored by the in-house employees. As a result, temporary hires often lack a sense of belonging and easily feel demotivated. Employers should proactively address the potential tension between in-house & temporary staff so that it doesn’t affect productivity in any way.
Well, there are ways to ensure a healthy work environment while bringing temp workers onboard so that both types of employees see each other as allies in a shared mission and not rivals for a power struggle. Here we will discuss how to make the best use of IT staff augmentation services by integrating contractual and permanent employees into the team efficiently where they will work together for achieving a common goal.
1. Involve permanent staff during hiring process:
Employers have an important role to play through communication while hiring temporary staff. Talk to your permanent staff beforehand and explain to them why the company needs temporary help. It is human nature to be suspicious about sudden changes. Existing employees might feel threatened by temporary workers. They often see it as a threat to their job security and promotion opportunities.
Give them a clear explanation about the roles and responsibilities of the temporary hires and how they are going to alleviate stress or workload from the existing team. The hiring has been done to streamline workload, not shifting the workload completely.
2. Arrange small onboarding programme:
Permanent workers often receive elaborate ‘onboarding experience’ where they start to feel a sense of belonging from the very first day. For temporary staffs, onboarding programme is mostly skipped as they are hired for a limited time to work in a specific project. As a result, they get no introduction to the company’s mission, vision, or values and find it difficult to adjust in the new office landscape. A short version of onboarding programme will help them fit into your work culture more smoothly avoiding misunderstandings or conflicts with the rest of the team.
3. Set example as a leader:
An employer or a leader has a great role to play while integrating his temporary employees with the current team. You should always lead by example by treating every employee equally. When your existing team will notice you treating your temporary staff with respect, they will do the same. Make sure to provide a proper office setting to the temporary staff too. Involve them in meetings, provide them with the basic necessities of an office and equip them with the same facilities as other staff so that they don’t feel isolated or unvalued.
4. Discuss future opportunities:
Companies often absorb temporary staff as full-time employees depending on their performance. If you are thinking about hiring a temporary staff as a full-time resource, discuss that with them. The future prospect will motivate them to perform better. They will show initiative in work and not just do the minimum they need to get by. Schedule catch up sessions involving both in-house and temp employees so that they can make suggestions or give feedback about the work in progress. Be transparent about company goals and achievements, set up a mentor program where seasoned employees will train the temp hires on specific procedures and aspects of company culture. Thus, both of them will feel valued with a sense of worth and pride.
5. Clearly state your stand on bullying:
Getting bullied at the workplace is the most common problem people face. People even often leave their job to stop being a victim of bullies. Mistreating part-time employees can lead to creating a hostile work environment which may ultimately result in reduced productivity. Check on the employees regularly and be clear about your stance on bullying. If there is any sign of discomfort, make sure to address them quickly and stop any kind of out-of-bounds behaviour. Communicate proactively and designate safe procedures to report such incidents.