How to Manage Contingent Workers
These suggestions may seem self-evident, but failure to follow them accounts for nearly all unsuccessful attempts at using contingent workers.
- Know the job. Specify the procedures and methods that have been successful in the past and communicate them with absolute clarity.
- Select Properly. Identify the knowledge, skills and abilities the contingent worker will need. Recruit and select accordingly.
- Plan. Know the start and stop times, the schedules and the quality indicators ahead of time.
- Tools. Identify the tools, equipment and information that will be needed, and be sure they are ready.
- Contact Point. Identify a person who will be the source of first resort for questions by the contingent worker. Make sure that person understands his or her role.
- Supervision.Train and support the person who will oversee and direct the contingent worker. Make sure that person understands how to lead as well as do.
- Interaction. Think through how the contingent worker will work with others.
- Prepare the Work Unit. Be sure the permanent workers understand the role of the contingent workers and are supportive of them. Integrate the contingent workers into the culture to the greatest degree possible.
- Monitor. Establish benchmarks and checkpoints to follow up on performance.
COMMENTS
- I have a question regarding intergrating the contingent worker into the workforce. If a contingent worker is doing well and a manager wants to keep them engaged and motiviated, would giving a small gift (book or dinner gift certificate) be an issue in regards to being viewed as coemployement? Beverly Silva Posted September 10, 2007 7:45 PM
