What do you do if your marketing team is comprised solely of temporary and contract workers?

Be clear about the expected outcome, performance and tasks. Ambiguity only leads people to be confused. Documentation is important to ensure the next person filling the role has a roadmap to follow and understand what has been done in the past and completed to lead to this point.

Managing a team of Temporary and contractual workers marketing team, we need to start with clear goals, i.e(what's the benchmark of any achievement or what is the measuring unit of success). Setting the right blend of clear & actionable goals gives teammates an understanding to the team about where they are standing and where they need to reach. This way those team mates will also understand whats expected from them.

Setting clear goals and establishing firm deadlines are crucial elements of successful project management. Additionally, I advocate for recruiting team members who are deeply committed to understanding and embracing the 'why' behind each project. This alignment of purpose not only enriches the team's motivation but also enhances the project's overall success.

Para gerenciar um time de pessoas temporárias, é necessário estabelecer uma comunica??o clara, onde todos tem ciência dos objetivos, das metas e de como funciona o processo. Além disso, é necessário, criar um ambiente de colabora??o psicologicamente seguro, para que todos possam dar asas à imagina??o e se sentiam pertencentes a esse grupo.

If success starts with the first steps, onboarding is the first but the most important step for a marketing team to succeed. Right teammates be they contractual or temporary workers play the main role in the execution of the whole project. While onboarding looking for someone who has some understanding of the stakeholders, Products/services and functional knowledge is pivotal. Also, an understanding of the potential teammate about their seriousness and commitment towards the work assigned helps omit the risk arising from contractual and temporary workers.

Set up clear brand guidelines and keep them up-to-date and readily available for your contract workers to refer to as necessary.

In my experience, the usage of modern communication tools helps reduce, effort and waste of resources. For example, using WhatsApp groups and announcement groups for communication is very convenient nowadays rather than sending everything by mail.

Os rituais de acompanhamento e as ferramentas de comunica??o estimulam a colabora??o e permite o engajamento de todos que fazem parte do time. Além disso, esteja sempre atento aos sinais emitidos pelo grupo, também demonstre empatia e disponibilidade para esclarecimento das dúvidas que surgirem.

Whether you hire temps directly or lease them through an agency, you will need to manage them like you do the rest of your workforce. Laws governing harassment, discrimination, and workplace health and safety apply to all employees, including your temps. Work with permanent staff to make sure they blend in with temporary workers the way you want. Check to make sure your expectations and job description for temps are in writing, and doable and agreed upon by them. Whether you hire directly or through an agency, know that minimum wage and overtime laws still apply. Note that many small business owners already pay their hourly employees above minimum wage. Keep this in mind to ensure that you're setting competitive pay rate for them

I was assigned to train Distributor sales officers(of role employees) for marketing of products of my company. I used to take interviews for selection of those, get them trained and ensure all tasks get completed within the timeframe. I used to prefer empathy over knowledge and adaptability over skills. Clear goals in terms of numbers and quantitative parameters i use to assign them. Handholding and clear communication over WhatsApp was my habit. We delivered times growth in a span of 5 years. Trust me, anyone be it contractual or temporary doesn't make a difference, if Knowledge transfer is in simple words with examples. Also, progress monitoring and feedback should be a habit.

Seja um líder motivador, que reconhece as habilidades de cada um do seu time e estimule a colabora??o. Realize testes e permita que haja um job rotation, para que você consiga ver a adaptabilidade dos membros em diferentes tarefas! Você poderá se surpreender com pessoas tendo performance em posi??es diferente das iniciais.