THREE PROBLEMS FACED BY CONTINGENT WORKFORCE & FIVE KEY SOLUTIONS

 

WHAT IS A CONTINGENT WORKFORCE?

 

As early as the 1960s, temporary workers were no longer only used for clerical or other "blue-collar tasks." A skilled alternative workforce in engineering, accounting, programming, and other fields is also employed to fill in for absent or on vacation employees or to increase capacity during peak times.

 

Contingent labor has quickly evolved into one of the essential variables in business performance. According to SAP data, contractors account for over half of workforce costs, and 55% of organizations rely on them to carry out everyday operations.

 

COMMON CHALLENGES FACED BY CONTINGENT WORKFORCE ARE

 

● AVAILABILITY - Finding a freelancer with a particular ability can be simple, but they might not always be accessible when you need them. They might be in the middle of a contract project with another business, or your project's duration might run simultaneously with another.

● CONFIDENTIALITY - Every time a temp worker applies for a new job, their biggest fear is to get in trouble with online phishing or scamming programs. A person's data is sensitive, and not everyone feels comfortable sharing their identity verification. Hence, if a company doesn't have a reliable system to collect information, then good talent might take a step back.

● CONTROL - Managing temporary workers and core staff is very different. Some degree of control over how tasks are carried out is lost. Although you can give contingent workers tasks and deadlines to meet, you cannot instruct them on completing them.

 

 

HOW EXPERIENCES CAN BE ENHANCED

 

Managing a contingent workforce can vary according to the industry, business operations, and corporate culture and be influenced by events beyond a company's control. Therefore, it is suggested to use contingent labor management software. Following are the points which can guide an organization to make their temporary staffs experience better:

● Establish and record policies, rules, and procedures just for contingent workers- The measures that must be taken when hiring contingent workers are made clear in the documentation. This procedure guarantees the signing of contracts and nondisclosure agreements, the completion of onboarding procedures, and the establishment of clear expectations between managers and contingent workers. To prevent confusion among employees and contract workers.

● Offer training and skill development - Research has shown that workers value career advancement opportunities and challenging work. By offering your contingent workers the chance to work on exciting projects and improve their professional skills, you're showing them that you value their careers.

● Let them know they matter -  This is not about ceremonies or awards. Provide contingent workers with the "whole picture" so they may understand where they fit in. In other words, they show that they are aware of the impact of their work on the client and the industry.

● Encourage and value their contributions and innovations - Most businesses use contingent labor because of their specialized knowledge or expertise. Celebrate the unique characteristics of your temporary employees. Value your temporary staff's contributions if you want them to be happy.

● Let the good times roll - Shared experiences build relationships. Promote camaraderie and fellowship by celebrating project milestones, birthdays, and holidays together.

● Introduce Technology for automation- Most chaotic situations happen when teams are not streamlined. In today's high-paced environment, your employees and "future employees" expect you to provide clearer information on time. Hence, with the help of Technology, you're not only improving business but also the life of its people.

If you've been struggling with keeping your workforce happy, then implementation of the above-suggested solutions can significantly enhance your management strategy. Give it a try!

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