Here's how you can effectively manage temporary and contract workers as an executive.

Contractualiser leur mission et leur formuler des objectif clairs et mesurables est indispensable pour leur permettre de s’intégrer rapidement et avec motivation. à cela il est important d’ajouter des éléments concernant la culture de l’entreprise, souvent invisibles au premier abord ils déterminent la plupart des interactions, les prises les décisions, la circulation de l’information et les rituels plus ou moins formalisés. L’adéquation des comportements d’un nouveau venu avec la culture d’une équipe va faciliter son intégration ou au contraire la rendre difficile! N’hésitez pas à leur donner du feed-back sur les habitudes de travail et de communication ; cela accélérera l’intégration culturelle des travailleurs temporaires!

To set clear goals, assess the client's situation through active listening and probing questions. Understand their strengths, challenges, needs, and aspirations. Use the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound) to define goals. Involve clients in the process to ensure ownership and commitment. Break larger goals into manageable tasks, creating a roadmap for progress. Prioritise based on importance, urgency, and feasibility. Use positive language focused on outcomes. Regularly review and adjust goals. Employ visualisation techniques to motivate clients and set clear expectations for the coaching relationship. Encourage flexibility and adaptability.

One key aspect to consider is providing regular feedback. While these workers might not be integrated into your company's long-term strategies, consistent and constructive feedback helps them stay aligned with your expectations and improves their performance. Additionally, fostering a sense of inclusion can significantly boost their morale and productivity: Frequent check-ins: Regular meetings to track progress and address any concerns. Access to resources: Ensuring they have all the tools and information needed to perform their tasks. Recognition: Acknowledging their contributions can enhance their engagement and dedication.

Another critical factor to consider is creating a buddy system. Pairing temporary workers with seasoned employees can provide: Guidance: Quick answers to immediate questions and informal mentorship. Faster integration: Helps temps understand the company culture and workflow dynamics. Support network: Makes them feel included and part of the team. Also, don't overlook the importance of ongoing training. Regular check-ins and brief training sessions can keep them updated on any changes or additional responsibilities. These strategies ensure that temporary and contract workers are not only well-prepared but also feel valued and connected to the team from day one.

To provide regular feedback as a coach, schedule consistent check-ins to discuss progress and challenges. Use a balanced approach, offering both positive reinforcement and constructive criticism. Be specific and focus on behaviours and outcomes rather than personal attributes. Encourage two-way dialogue, allowing the coachee to share their perspective. Document key points to track progress over time. Ensure feedback is actionable and aligned with the coachee's goals, fostering a supportive and growth-oriented environment.

Additionally, consider incorporating: Structured Feedback Sessions: Schedule regular one-on-one meetings to discuss performance, address concerns, and set clear, actionable goals. Peer Reviews: Encourage team members to provide input, offering diverse perspectives and fostering a collaborative environment. Recognition: Highlight their achievements in team meetings or through internal communications to boost morale and motivation. By creating a feedback-rich environment, you not only enhance their performance but also demonstrate a commitment to their professional growth, fostering loyalty and engagement.

L’intégration de travailleurs externes temporaires est loin d’aller de soi pour une équipe surtout si elle est soudée et unie! Ne sous-estimez pas les craintes voire les frustrations que cela peut générer. Soyez clair sur les raisons qui amènent le recrutement de ces travailleurs, la durée de leurs missions; précisez en quoi elles demandent des compétences et savoir faire complémentaires de celles de l’équipe. Soyez aussi précis que possible sur ce que vous attendez de la part de vos équipes par rapport à ces travailleurs temporaires : partager de l’information, travailler avec eux sur certains projets. Invitez les membres de l’equipe à exposer leurs craintes s’ils en ont et rassurez-les pour qu’ils soient dans la confiance et l’accueil.

To integrate fractional workers into a team, start by clearly defining their roles and expectations. Ensure they understand the team's goals and how their work aligns with these objectives. Facilitate their onboarding by providing necessary resources and introducing them to key team members. Maintain open communication channels, using regular updates and meetings to keep them engaged and informed. Leverage collaboration tools to streamline their involvement in projects. Recognise their contributions to foster a sense of belonging and motivation within the team.

To further enhance this, consider implementing: Team-building activities: Organize regular informal events or virtual meet-ups to build camaraderie. Mentorship programs: Pair temporary workers with permanent employees to provide guidance and foster relationships. Inclusive communication: Ensure all team members, regardless of their tenure, are included in important communications and meetings. These steps not only make temporary and contract workers feel valued but also ensure seamless collaboration, leading to more cohesive and productive teams.

To enhance this further, consider the following strategies: Dedicated Communication Channels: Set up specific channels for project updates and team discussions to ensure everyone is on the same page. Regular Check-ins: Schedule frequent video calls or meetings to discuss progress, address concerns, and provide clarity. Comprehensive Documentation: Maintain detailed records of project changes, policies, and procedures accessible to all team members. By implementing these practices, you can ensure that temporary and contract workers stay informed, engaged, and aligned with your organization's goals.

L’équité de traitement et de considération est un facteur de paix sociale au sein de votre équipe tant vis à vis des permanents que des personnels temporaire. Cela véhicule aussi les valeurs au travail que vous souhaitez voir incarner. C’est donc très modélisant pour assurer le respect de chacun et passer avec force le message que les temporaires ont droit à la même considération. Ainsi vous assurez une image de justice sociale, véritable facteur d’attractivité pour les contrats futurs avec des externes.

To build on this, consider the following approaches: Public Acknowledgment: Recognize their achievements in team meetings or company newsletters to highlight their contributions. Inclusive Culture: Involve them in team decisions and social events to make them feel valued and included. Personalized Appreciation: Send personalized thank-you notes or small rewards to show your appreciation for their hard work. These actions not only boost morale but also foster a positive work environment, encouraging temporary and contract workers to remain engaged and loyal to your company

I have been a contract software developer and have built large teams of contract software developers. More recently, my business has relied on temporary workers to provide various support functions. My developers were motivated by flexibility, hourly pay, and the extra pay of contractors. As young South Africans in London, they worked hard and played hard but saved for more travel. They welcomed overtime and had no career development ambitions. My current support team most values flexibility. With child care or multiple clients, avoiding time-critical deadlines and minimal work during school holidays is vital. They also value opportunities to learn new skills and enjoy a variety of tasks. Fair pay is enough. Motivations matter!