How can you manage temporary employees in a role that requires travel?

1 Define the expectations

Before you hire a temporary employee for a travel role, make sure you clearly communicate the expectations and requirements of the job. This includes the duration, location, schedule, tasks, goals, compensation, expenses, and policies of the assignment. You should also provide them with a written contract that outlines these details and any other relevant information. This way, you can avoid any confusion, misunderstanding, or conflict later on.

2 Provide the training

Even if your temporary employee has the skills and qualifications for the role, they may need some training to adapt to your specific processes, systems, and standards. You should provide them with the necessary training and orientation before they start their travel assignment, or as soon as possible after they arrive. You can use online tools, manuals, videos, or mentors to help them learn and practice. You should also check their progress and feedback regularly and address any issues or gaps.

3 Motivate the performance

Traveling for work can be exciting, but also stressful and exhausting. Your temporary employee may face challenges such as culture shock, loneliness, fatigue, or distractions. You should motivate their performance and morale by setting realistic and measurable goals, giving constructive and positive feedback, recognizing their achievements, and rewarding their efforts. You should also encourage them to balance their work and personal life, and to explore and enjoy their destination.

4 Support the well-being

Your temporary employee's well-being is crucial for their productivity, satisfaction, and retention. You should support their well-being by providing them with the resources and assistance they need to perform their role and cope with any difficulties. This may include providing them with adequate accommodation, transportation, insurance, equipment, and communication channels. You should also maintain regular contact with them, listen to their concerns, and offer solutions or referrals.

5 Manage the relationship

Your temporary employee is part of your team, even if they are not physically present. You should manage the relationship with them by building trust, respect, and rapport. You can do this by communicating clearly and frequently, involving them in meetings and discussions, acknowledging their contributions, and soliciting their opinions and feedback. You should also foster a sense of belonging and culture by introducing them to other team members, sharing values and vision, and celebrating milestones and events.

6 Evaluate the outcome

At the end of the travel assignment, you should evaluate the outcome and impact of your temporary employee's work. You should review their performance, results, and feedback, and compare them with the expectations and goals you set at the beginning. You should also provide them with a formal evaluation and recommendation that highlights their strengths and areas for improvement. Finally, you should thank them for their service, and maintain contact with them for future opportunities.

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?