What do you do if your temporary and contract workers lack motivation?

The question is not 'why are they not motivated?' but 'why would they be motivated?' A contract worker is not a settled team member and can easily feel disconnected from the team. As a leader, you have to actively integrate them into the team and offer them benefits from being part of your team (other than pay).

Understand the causes of lack of motivation, especially among temporary and contract workers. Open channels of communication to uncover specific concerns, actively soliciting and listening to their feedback to create an inclusive and valued environment.

Instead of viewing them as outsiders, take the time to make temp workers feel like part of the team. Invite them to team meetings and events so they feel included in the company culture. A sense of belonging can be a powerful motivator. Provide clear opportunities for growth, even in a short-term role. Offer training, special projects, or a chance to take on more responsibilities. Knowing their efforts are an investment in their career trajectory can reignite their drive. Don't underestimate the power of simple recognition. Highlight great work in team meetings or give shout-outs on internal channels. A little appreciation and validation goes a long way in making someone feel valued.

Understanding the distinction between workers who take temporary contracts out of necessity and those who prefer temporary work is crucial. Some take temporary contracts due to financial needs, while others enjoy the flexibility. Regardless of their motivations, the approach to managing temporary and long-term employees should be consistent. For instance, like a Netflix subscription, the service remains the same whether for one month or one year. Similarly, in employment, equitable treatment should prevail, irrespective of contract length.

Every employee should understand what they do and why they do it. Clear goals, openness in decision making, the ability to express opinions openly, and honest feedback and support from colleagues and managers will help them stay motivated, even in difficult times.

Every member of a team (full-time or contractor) needs to know what is expected of them. Clear, well-communicated goals help any member of the team to know what is expected of them, as well as realise early if they are struggling or falling behind.

A high financial incentive is the easiest form of motivation for contract workers for short tenures. In general, the contract workers don’t look forward to a long-term future with the organization, so the best way to motivate them is by giving them short-term incentives that would boost their productivity.

Temporary contracts are solely based on time duration and should not affect inclusion in meetings, social events, or relevant communication channels. Unfortunately, some companies fail to treat temporary workers the same as full-time employees. I experienced this firsthand during a temporary contract when I encountered a work-related issue and sought help from HR. To my dismay, I was told, "We cannot help you. You're not on the human resource list; you're on the procurement list." This experience made me feel like a mere piece of furniture within the company, rather than a valued team member. It underscores the importance of equitable treatment for all employees, regardless of their contract status.

No existen fórmulas mágicas, pero... - Inclúyelos dentro del equipo; que su contrato sea distinto no los convierte en menos parte del grupo. - Sus motivaciones pueden ser distintas; tómate el tiempo en conectar con ellos y conocerlos un poco más. - Su éxito, al igual que el de cualquier otro miembro, será del equipo también. Apóyalos en lo que necesiten.

Few insights and tips: 1. Give the individual some counsel on their future, especially if they are young and receptive to inputs 2. Tell them that there is an opportunity to get in as a full time employee if they meet certain criteria and conditions. 3. Tell them about academic courses in their domain. 4. Smile and convey appreciation when they meet you and report progress etc. 5. Inquire about their personal life and family. 6. Share them job related help and inputs to perform better. 7. Brief them about company rules and policies.

it can be helpful to understand the underlying reasons and take steps to address them. Start by ensuring that they have a clear understanding of their roles and responsibilities, and provide them with the necessary resources and support to succeed. Recognize and appreciate their contributions to make them feel valued. Foster a positive work environment by promoting teamwork, collaboration, and open communication. Set clear goals and provide feedback to help them stay motivated and focused. Additionally, consider offering incentives or rewards for exceptional performance. Remember, motivation can fluctuate, so it's important to continuously engage and support your temporary and contract workers to maintain their motivation levels.

Implement a buddy system: Pair temporary or contract workers with experienced team members who can serve as mentors or buddies. This not only helps newcomers navigate their roles more effectively but also fosters a sense of support and camaraderie. For example, assign a seasoned employee to provide guidance and answer questions for a new contract worker during their onboarding process. This personal connection can greatly enhance motivation and integration into the team.