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What do you do if your temporary and contract workers are not meeting performance expectations?

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Managing temporary and contract workers can be quite different from handling full-time employees. These workers are often brought in to manage a specific project or cover a certain period, and their performance is crucial to your business's success. If you find that these workers are not meeting expectations, it's essential to take proactive steps to address the issues. This can range from re-evaluating their workload and responsibilities to ensuring they have the necessary tools and support to succeed.

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Steve Ashing

Delivery Director - ServiceNow at NTT Data Business Solutions

1 Set Expectations

When temporary or contract workers start, it's vital to clearly outline what is expected of them. This includes specific job duties, work hours, quality standards, and any deadlines they must meet. If performance issues arise, revisit these expectations with the worker. Sometimes, a simple clarification of tasks or reinforcement of the importance of their role can motivate an improvement in performance. It also gives you a benchmark to measure against when assessing their work.

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Steve Ashing

Delivery Director - ServiceNow at NTT Data Business Solutions
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I once had a vendor engineer embedded in my team. He earned a bonus for “speed of incident resolution.” Unsurprisingly his services were always breaking and he quickly fixed them. His services earned a reputation as unreliable and poor quality. I spoke to his management team and asked them to restructure his bonus to be based on service up-time and availability. The quality of service shot up making the engineer happy, my customers happy, the supplier happy and me happy. Poor performance is often the result of misalignment. Make sure everything is aligned to have the best chance of success.

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2 Provide Feedback

Regular feedback is key in managing any employee's performance, but it's especially important for temporary and contract workers who may not be as integrated into your team. If they're falling short, provide constructive feedback promptly. Focus on specific behaviors and outcomes, not personal attributes, and offer practical suggestions for improvement. This can help them understand where they need to focus their efforts without feeling undervalued or attacked.

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3 Assess Fit

Sometimes a worker's skills or work style may not be the right fit for the role they've been hired to fill. If performance issues persist, assess whether the worker is suited for the tasks at hand. Consider if there's a mismatch between the job requirements and the worker's capabilities or if there are any personal circumstances affecting their work. It might be necessary to reassign them to a more suitable role or, if no other options are available, end the contract.

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4 Offer Support

Temporary and contract workers often miss out on the support systems in place for full-time staff. If they're underperforming, assess what support they need to succeed. This might include additional training, better access to resources, or more regular check-ins with a supervisor. By providing the right support, you can help them overcome obstacles that may be hindering their performance.

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Sandyp Bhattacharya

HR Advisor|Certified Independent Director| 15+yrs as Global CHRO @ Top Cos| Ex-TBO.Com,Reliance Industries(IPCL), Aricent(Capgemini),Bharti,Mahindra(TechM-Comviva | Mentor|Speaker|Writer| Top LinkedIn Voice on HR Themes
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It is critical that the contract/temp staff on-boarded to regular staff should be quickly acquiring the right behaviors and skill sets, just like any other new comer; and be a fully productive employee. Continuous feedback of their feelings, constraints and suggestions should be taken to make changes to their development plan. Also, skills development and assessment must also take high priority. When a new comer reaches high productivity, a positive feed back does wonders to their confidence. It makes them feel, they 'belong'.

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5 Review Workload

An unrealistic workload can lead to underperformance. Review the amount of work assigned to your temporary or contract workers to ensure it's manageable. If they're overloaded, it can lead to mistakes and missed deadlines. Redistributing tasks, extending deadlines, or bringing in additional resources can help alleviate pressure and improve performance.

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6 Monitor Progress

After addressing the issues and implementing changes, it's important to monitor the worker's progress. Set up regular meetings to discuss their performance, make adjustments as necessary, and acknowledge improvements. Continuous monitoring helps keep temporary and contract workers on track and shows that you're invested in their success, which can be a powerful motivator.

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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?

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What do you do if your temporary and contract workers are not meeting performance expectations?

1

2

3

4

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1 Set Expectations

2 Provide Feedback

3 Assess Fit

4 Offer Support

5 Review Workload

6 Monitor Progress

7 Here’s what else to consider

People Management

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What do you do if your temporary and contract workers are not meeting performance expectations?

1

2

3

4

5

6

7

1 Set Expectations

2 Provide Feedback

3 Assess Fit

4 Offer Support

5 Review Workload

6 Monitor Progress

7 Here’s what else to consider

People Management

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