What do you do if your Internal Communications team faces resistance to temporary and contract work?

Design thinking is a good approach to address fears and any negative associations that your team members might have. Seeing them as 'users' of the work environment, tools and conditions, we can start asking questions about their first-hand experiences, the good and bad feelings. This method allows employees to talk with an easier flow instead of having their answers limited to 'what's wrong?' Pin-point the causes behind any sign of fears, understanding the cognitive rationale behind their behaviour and decisions, this will help us understand what hinders them from making changes. Listening to employees to address resistance and fears in relation to their lived experiences will prepare them to be more open to engage and anticipate changes.

Basically, employees are worried because they have the fear of unknown. The unknown could be anything like job loss or what might happen or security. As an employer we should address all their concerns and assure them the security. Create the sense of belonging then they will work efficiently.

If your Internal Communications team faces resistance to temporary and contract work, begin by understanding their concerns, such as job security or quality of work. Communicate the benefits, like flexibility and access to specialized skills, and share success stories to build trust. Provide clear onboarding processes and encourage collaboration to foster a positive team environment. Address job security concerns with transparency about the use of temporary staff, and monitor performance and feedback to adjust strategies as needed. Lastly, offer training and development opportunities for all team members.

Muchas veces la ausencia de comunicados y conversaciones construyen "comunicación". Se debe encarar la situación, para escuchar y derribar rumores, mitos o interpretaciones. La decisión de incorporar recursos temporales también puede estar dada porque la empresa participa de un proyecto academico para que los estudiantes cuenten con horas de trabajo para el cumplimiento curricular. Ser transparente y compartir los proyectos de la organización ayuda a caminar juntos al objetivo.

It's a fear that many business entities void in not obligating enough mental and physical resources too communicate in a climate of social media with AI's capabilities and its components. The success of messaging has been with us for decades in our arena space making it completely possible to rebuild trust while introducing a transitional approach to validate an exceptional communications agenda.

Invest in training and development opportunities for temporary and contract workers to enhance their skills and capabilities. This not only benefits the individuals but also strengthens the overall team. And, foster a culture of inclusivity where all team members feel respected and valued, regardless of their employment status. Encourage collaboration and teamwork to bridge any divides that may exist.

Open and transparent communication removes any doubt, uncertainty and possible negative emotions that may arise within the team. Knowledge sharing, continuous education of all team members, thoughtful and strategic mentoring system will help each team member find their purpose on a particular project or task.

Expliquer la stratégie, donner du sens, c'est souvent ce qu'oublie la direction d'une entreprise. J'aime rappeler que "La révolution est interne avant d'être externe". On part du principe que nos collaborateurs, notre réseau de distribution est acquis à notre cause. Il n'en est rien, il faut communiquer de fa?on authentique avec eux. Vous avez fait une erreur stratégique et vous avez la solution dites le ! Assumez ! Ayez le courage d'assumer ! Les problèmes viennent souvent de ce manque de courage, de prendre vos collaborateurs pour des humains sans cerveaux... et c'est cette attitude hautaine qui est souvent le premier déclencheur d'une situation de crise.

100% agree that education can go a long way to support bringing in temporary or contract workers. Critical to identify what’s in it for your existing internal comms team or broader employee groups and use communication and education to help them see the benefits.

Agreed, and please consider that outside temp/contract workers can bring other views and perspectives on accomplishing the needed tasks. This will enhance the team’s experience and knowledge base.

Durante el periodo de verano, en los meses de Enero y Febrero, la capacidad de trabajo se reduce hasta en un 60% dado que los empleados hacen goce de sus licencias. Haber incorporado empleados temporales aseguró cumplir con la producción operativa, dar tranquilidad a los empleados en licencia porque el trabajo "salía", dar empleo a jovenes que durante el a?o estudian y cumplir con nuestros clientes.

In one of the previous workplaces, we engaged regularly with freelancers and contract workers for content generation. There was of course a certain expectation from the full-time employees to do the heavy lifting content wise but the freelance support helped us in focusing on big picture items such as strategy and forecasting knowing that some of the business as usual tasks can be outsourced or taken off our plate. During major campaigns or events, temporary workers can also bring a different/fresh perspective because they are not fully immersed in the business to have tunnel vision. This benefitted the team greatly and receptive to contract work arrangements.

Employees may also be concerned about how temporary or contract work will impact their career progression. They may wonder if they'll have the same opportunities for advancement or if their contributions will be recognized and rewarded. It's crucial to communicate the potential for skill development, networking, and future full-time opportunities that temporary work can provide. Temporary or contract roles may also raise questions about work-life balance, particularly if employees feel pressured to constantly prove themselves or if they're uncertain about their future with the organization. Addressing these concerns involves fostering a supportive work environment.

El contexto inflacionario, las malas noticias en los medios, comentarios de colegas, la presión familiar para mencionar algunas puntos, generan una nube de confusión y preocupación en los empleados. Estas llegando a mitad de a?o, reunite con tus empleados y conversá y principalmente, escuchá. Que nos propusimos al inicio del a?o? donde estamos hasta ahora? Cómo queremos finalizar el a?o? Mantené puntos de encuentro semanales, las conversaciones amplian, fortalece la relación con los empleados y transforman las amenazas y/o debilidades en fortalezas y oportunidades de mejora!

The reason why they are resistant to changes of their employment status from contract to temporary it may about career prospects within the company. By ensuring permanency, employees have a greater likelihood of advancing to higher roles and positions. It's essential to communicate the company's reasons for implementing these changes, the potential impact on workers, and how the company plans to mitigate these effects. Additionally, the company should explore new opportunities for impacted employees and guide them on adapting to this change, emphasizing the benefits of alignment with the new structure.

Ultimately ensure you have clear goals/ measure KPIs and share these with the team so they acknowledge the value. Transparency on this is critical to developing trust in you and the organisation doing what is necessary to achieve its goals.

This is a tough one because, what if the temp team IS being brought in to replace FT people? It's hard to answer this without knowing more details. Assuming the temp team is not there to replace the FT team, one pointer I would add is that the FT team should be asked to lead. Put them in the leadership positions to educate, direct, and essentially be responsible for the contract workers to succeed or fail.

Start by understanding the root cause of their resistance. Are they concerned about quality, continuity, or cultural fit? Highlight the benefits of utilizing temporary and contract labor, such as flexibility, cost-effectiveness, and access to specialized skills. Provide training and resources to internal communication teams on how to effectively integrate temporary and contract workers into existing workflows. Foster a culture of inclusivity and teamwork where all employees, regardless of their employment status, feel valued and respected. Monitor the situation closely and be prepared to address any ongoing resistance promptly. Keep lines of communication open and be willing to adjust strategies.

Listen - If you listen, you will understand. Understand - if you understand, you can empathise. Empathy - with empathy, you can know the problems. Problems - if you have the skill and competence, you can solve the problem. To address this issue of resistance, one must be skilled and competent to do so. Many companies fail as they promote incompetency (for a multitude of reasons) over merit.