What do you do if your temporary or contract workers lack essential qualities?

That depends on what these "essential" qualities are, i.e., are these trainable or coachable skills or is it related to one's character and values? If it's the former, then work with them and implement a training plan based on their needs and addressing those challenges. If it's the later, that's not coachable. If it's a misalignment, you'll need to move on and find a better fit. It will be in everyone's best interest to do so.

As someone who has managed temporary workers in the past, I understand the importance of assessing performance swiftly when expectations aren't being met. It's not just about identifying shortcomings but also about understanding the underlying reasons behind them. By engaging with the workers and listening to their perspectives, we can uncover valuable insights that help us address any skill gaps or challenges they may be facing. Taking proactive steps to resolve issues early on is key to maintaining productivity and fostering a positive work environment for everyone involved.

Provide additional training or support to help the workers develop the necessary skills or qualities. This could involve providing access to online courses, arranging mentorship opportunities, or offering on-the-job training.

As a manager, providing targeted training for temporary workers has been instrumental in bridging skill gaps and enhancing performance. Customising training programs to address their specific needs has proven to be effective in upskilling them efficiently within the limited time they spend with our team. From hands on sessions to online resources, offering diverse learning opportunities not only boosts their abilities but also demonstrates our commitment to their growth and development. It's a win-win situation that fosters a culture of continuous improvement and empowers temporary workers to excel in their roles.

If temporary or contract workers lack essential qualities, consider providing targeted training or guidance to address the gaps. Offer clear expectations and feedback to help them understand the requirements of the role. If necessary, explore options for additional support or resources to help them succeed. Communicate openly and constructively about areas for improvement, and offer opportunities for professional development if feasible. If the situation persists and significantly impacts performance, consider whether adjustments to the staffing arrangement are necessary.

Make sure the temporary or contract workers understand what is expected of them in terms of their roles, responsibilities, and performance standards.

Adjusting roles for temporary workers can be a strategic move to optimize their contributions to the team. Recognising their strengths and areas for improvement, it's essential to realign their responsibilities to better suit their abilities. This approach not only maximises their potential but also ensures that they continue to add value to the organization. By adapting their roles, we can create a win win situation where both the worker and the team benefit from their unique skill set.

They may be unaware of what level you need them to be at, or what good looks like. The approach must be strengths based and not from a place of teaching but reaching them. Start by bringing everyone together and setting a single goal. Showcase what works and what is expected. If the team lack certain skills offer them one on one supervision or workshops to learn and make it so it’s less about them and more about the end goal and leaving no one behind. When everyone has a shared objective, people can upskill surprisingly fast, because the goal becomes greater than personal egos

The subject of this question is a contractor and I assume that conversations about his results already took place and didn't work. Contractor's nature is the easy way in and out of your organization without needing to go through the long normal employee hiring process. You expect that a contractor comes with knowledge for the work as you provide a JD to your consulting partner, so he should in theory provide you with a suitable candidate. If the contractor doesn't meet the expected performance there is no point in keeping it because you are paying for him. You will have to ask your contractor partner to replace him, he won't necessarily lose his job and this will be an important heads up on him that he needs to improve himself.

If temporary or contract workers lack essential qualities, it's crucial to address the issue promptly to ensure productivity and success in the project or role. Begin by clearly outlining the expectations and required skills for the position. Provide constructive feedback and additional training or resources to help fill the gaps in their knowledge or abilities. Consider offering mentorship or pairing them with experienced team members to accelerate their learning curve. If necessary, reevaluate the selection process for future hires to ensure candidates possess the essential qualities needed for the role. Effective communication and support are key to helping temporary or contract workers develop the necessary skills.