17 Jun Temporary Staff – Managing them well
Temporary staff can be needed for a variety of reasons.
Staff member on Maternity Leave?
Sometimes a temporary staff member is necessary to ease the load of your current staff complement or to fill a gap during an extended leave of a permanent employee.
It may be a short-lived arrangement but it’s important to treat them well. We’ve put together a list of key points to ensure that once you’ve parted ways, it leaves their (and your) experience a good one.
KNOW WHAT IT IS YOU REQUIRE
What do you require from a temporary staff member? Make a list of duties they will need to Make it clear whether you have any intention of having them fill a permanent role at a later stage. Set clear guidelines and expectations. It will ensure that there is no uncertainty from either side.
COMMUNICATE YOUR INTENTION OF RECRUITMENT TO EXISTING STAFF
If you will be taking on the temporary staff permanently, let your current staff know.
Ensure that the team the temp will be a part of, understands your reasons and assign someone senior to guide them through the processes. A surprise temp may not be as well received. As much as the temp employee is there to help, your staff may feel that you think them incapable of meeting the requirements in their department.
TREAT THEM AS PART OF THE TEAM
Their stay may not be a lengthy one but ensure that you treat them the same as you would your permanent staff. For as long as they are there, celebrate their achievements and encourage them as you would the rest of your staff.
Keep a record of the timekeeping, enthusiasm and competency of your temporary employee. If a position becomes available within your organisation, you will have a “pre-qualified” candidate. One who has had practical experience in a trial run, and may be ready to fill the slot quickly.