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6 Ways to Treat Your Temporary Employees with Respect

6 Ways to Treat Your Temporary Employees with RespectTemporary employees are a terrific solution for many organizations to get through a busy season, to cover off leaves, or to get help on big projects. The best scenarios are when it’s mutually beneficial for both the employer (who gets an employee without having to hire another full-time person) and the employee (who gain experiences, but for one reason or another doesn’t want to be locked into a job permanent job).

Even though the talent isn’t going to be around long-term, this should not stop a company and its employees from treating that person with respect. Unfortunately, too often temporary employees don’t feel the same love as their permanently employed counterparts. For example, perhaps they feel they’re outperforming the permanent employees but being compensated less. Other times, permanent employees may start bullying, either because they feel superior in the workplace or they simply feel threatened.

The fact is that everybody — permanent or temporary — deserves respect and has a right to a safe and healthy work environment. It is up to you, the employer, to guarantee that happens. One of the first ways you can do this is by ensuring that your temporary employees are treated as well as the permanent ones.  Here’s how you can lead by example:

  1. Train the temps just as well as you’d train the perms so they have the same chances of success.
  2. Share company perks with temporary employees.
  3. Engage with temporary employees as you would any other employee — refer to them by name (not just “The Temp”), introduce them to the team and managers, and ask for their input.
  4. Hire for fit, increasing the chances that everyone works well together.
  5. Mix around workspaces, rather than have an area of temps and an area of perms.
  6. Hire them back if they’re awesome!

Remember, there’s a chance that you’ll want to call back the high performing temporary employees or hire them on to join your permanent team, and how you treat them now will affect their decision. Even if you don’t want them back, they will be talking to other prospective employees and agencies.

Do you work with temporary employees? If so, how have you made sure they fit in with their team and the organization? Please share your experiences in the comments section below.

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Hiring Freelancers vs. Full Time Employees (Video)

A common question business owners, human resources, and hiring managers often ask themselves when building their team is whether they need to hire a full-time employee or an independent contractor would be the right fit for the position. Eagle has worked closely with hundreds of companies across Canada who work with contractors and permanent employees, and as such, we’ve spent a lot of time educating on the differences between the two types of personnel. Most recently on this blog, we debunked 3 myths about independent contractors and explained how job postings for contractors and employees should differ.

There is no right or wrong answer to the question about who you should hire, but it is a strategic question you should ask yourself as the right decision could lead to more success. If you’d like some more information on the topic, have a look at this video from FitSmallBusiness.

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3 Myths About Independent Contractors — Debunked

A solid team of permanent employees is one of a company’s greatest competitive advantages. But, are you also using independent contractors to supplement that team? If not, do you know why?

Many companies have thoroughly reviewed the idea of using contractors and it simply doesn’t fit into their business model.  However, we occasionally speak with companies who could absolutely benefit by using independent contractors, but avoid it because they’ve bought into a few myths.  These are a few of the more common ones:

Contractors are expensive!

A contractor’s hourly rate is almost definitely higher than that of your employee and if you look at that number alone, then you’re right.  business deal - 3d illustrationHowever, the contractor is only hired when needed, and you only pay for time on the job. That means you’re not paying for a long hiring process, as well as other employment costs like training, time off, and benefits. Another cost rarely factored into the equation is management time. There are really no significant management issues with contractors because if there is a problem they are gone. No mess, no fuss, no severance!

My team will figure out how to do it.

Of course they will.  But how long will it take and how many mistakes will there be along the way? One of the biggest benefits of using a contractor is that you have the pick of the market to ensure the person coming in has relevant skills to perfectly match a project. We sometimes see a company force-fit its employees to complete a project because the employee is available. Not only does this take the employee off of their regular tasks, the project isn’t always done as well as it could be. Contractors are experts in their field so they hit the ground running, use best practices and get the job done quickly.

We want to maintain our corporate culture.

A loyal team and strong culture is crucial for any organization, but don’t let that discourage you from hiring a contractor.  Hiring contractors allow companies to invest in a smaller, core group of employees that will, in turn, improve employee retention. They will often lead your employees and pass on knowledge that will make your team even stronger.  Plus, when your employees know a team member is only temporary, they’ll be less likely to feel threatened which will reduce the competition and politicking that is often hurtful to a culture.

If you need a job done and are weighing up hiring or bringing in contract help, make sure you consider all of the facts. It’s a big corporate cost and commitment to hire people, and while contractors are not always the right answer, neither are employees!