How To Work Effectively With Your Temporary Employee

By Michelle Patterson

When utilized strategically for short-term projects and special assignments, temporary employees can help businesses reduce overhead, increase productivity and maintain flexibility. The key is knowing how to maximize their potential in the most efficient way possible.

A common concern expressed by temporary employees is that the organizations to which they are assigned are frequently unprepared for their arrival. There is often a last-minute scramble to find equipment or office space, and sometimes a struggle to define the assignment. A functional work set-up and a well-thought-out job description are critical for motivating workers and maximizing the productivity of full-time and interim professionals alike. By planning ahead, you can help smooth a temporary employee’s transition into your company by providing the necessary information, resources and support up front.

Prepare For Your Temporary Employee’s Arrival

Let your receptionist know the temporary professional is coming and provide him or her with the name of that individual. Request that you be called when the employee arrives so that you can personally greet him or her.

Make sure the temporary employee’s work space is ready, and that all the materials needed for the job are available. Desk, chair and computer should be in place. Put some thought into what he or she will need to complete the assignment.

Give the individual a tour of your facility and make him or her feel comfortable. Explain all applicable policies, including those for lunch hours, security procedures, etc. Show him or her where to find the vending machines, fire exits, bathrooms and nearby eateries.

Make temporary employees feel like a part of the team. Introduce them to fellow coworkers, supervisors and key players in your company. The sooner you can get them up and running, the faster they can add value to your business.

It is also critical to provide a detailed description of the assignment. Set realistic goals for what you expect the temporary professional to accomplish. Inform your department of the exact scope and range of his or her duties. Whether it be through brief meetings or written weekly reports, communicate frequently with temporary employees on everything from deadlines to new ideas.

Keep Your Temporaries Motivated

Knowing your temporary’s goals, including what he or she wants out of the job, will help you determine his or her compatibility with the work you need done. It will also help you motivate him or her. For example, a temporary professional who thrives on challenge will likely be more productive if he or she is constantly given a wide range of fast-paced, demanding projects. In contrast, someone who enjoys the work-life benefits afforded by temporary employment might prefer a more basic set of tasks that provide a clearly defined schedule.

Keep in mind that many individuals work on a temporary basis to supplement their income while searching for full-time work. This temporary employee may be interested in a full-time position at your company. In this case, he or she is eager to make a strong impression and should be challenged, motivated and evaluated on a broad range of capabilities.

Show temporary professionals the respect they deserve. Never refer to the employee as “just a temp,” and don’t let the individual think of him or herself that way. Treat him or her with the same respect, candor and fairness as you would a full-time employee. Explain how much his or her work is appreciated. Provide praise as well as constructive criticism when appropriate.

Most of all, however, remember that temporary employees share a fundamental desire with everyone who has a job: they want to enjoy their work, and they want to deliver positive results. Let them showcase their skills. Along the way, you might discover that a temporary employee you brought in for one project might well be an excellent fit for another. The more you understand temporary professionals their ideas, their skills, their goals — the more effective you’ll be in motivating them. This in turn will increase their morale, and make your organization more productive.