How can you engage and retain temporary and permanent workers?

1 Offer competitive compensation and benefits

One of the main factors that attract and retain workers is the compensation and benefits package that you offer. You need to research the market rates and expectations for the roles and skills that you are hiring for, and match or exceed them if possible. You also need to consider the benefits that your workers value, such as health insurance, paid time off, retirement plans, or bonuses. For temporary workers, you may also offer flexible scheduling, travel allowances, or training opportunities.

2 Provide clear expectations and feedback

Another key factor that influences worker engagement and retention is the clarity and communication of expectations and feedback. You need to set realistic and measurable goals for your workers, and communicate them clearly and frequently. You also need to provide regular and constructive feedback on their performance, achievements, and areas for improvement. For temporary workers, you may also need to coordinate with the client to ensure that they receive consistent and timely feedback.

3 Recognize and reward achievements

A third factor that can boost worker engagement and retention is the recognition and reward of achievements. You need to acknowledge and appreciate your workers for their contributions, efforts, and results. You can do this by expressing gratitude, giving praise, or providing incentives. For temporary workers, you may also need to celebrate their milestones, such as completing a project, extending a contract, or receiving a positive review from the client.

4 Foster a positive culture and environment

A fourth factor that can enhance worker engagement and retention is the culture and environment that you create and maintain. You need to foster a positive, supportive, and inclusive culture that values diversity, collaboration, and innovation. You also need to provide a safe, comfortable, and productive environment that meets your workers' needs and preferences. For temporary workers, you may also need to help them integrate into the client's culture and environment, or create a sense of community among your temporary staff.

5 Encourage growth and development

A fifth factor that can increase worker engagement and retention is the growth and development opportunities that you offer and support. You need to encourage your workers to learn new skills, take on new challenges, and advance their careers. You can do this by providing training, mentoring, coaching, or career guidance. For temporary workers, you may also need to offer them varied assignments, exposure to different clients, or pathways to permanent positions.

6 Solicit and act on feedback

A sixth factor that can improve worker engagement and retention is the feedback that you solicit and act on from your workers. You need to listen to your workers' opinions, suggestions, and concerns, and show that you care about their experience and satisfaction. You can do this by conducting surveys, interviews, or focus groups, or creating feedback channels. For temporary workers, you may also need to follow up with them after each assignment, or create a feedback loop with the client.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?