Insights / Workforce Management
The Art of Motivating Contingent Employees
A practical guide for employers on applying Maslow's hierarchy of needs to keep contingent and temporary staff engaged and motivated.
Motivate contingent employees by meeting their basic needs (steady work, safety, fair pay) and higher-level needs (belonging, respect, growth). Treat them like permanent staff through proper onboarding, training, recognition, and open feedback, and set an example by having long-term staff welcome them as valued team members.
Overview
Physiological: food, water, warmth, rest. From an employee perspective, this translates into salary - steady work for contingent employees and job security for full-time staff – all in a decent work environment that allows for sufficient personal care and breaks.
Safety: physical and emotional. Items in this category comprise a safe place to work – proper equipment, tools, as well as protection from harassment, abuse, etc. It also can include PTO, healthcare benefits, and some form of retirement security.
A sense of belonging: relationships, friends, the need to be part of the group. On the job, this need is met through communication that keeps employees “in the know,” and being part of a united team.
Self-esteem: prestige, sense of accomplishment. Being able to work in an environment that fosters respect, recognition for a job well done, and contribution to the team; a comfortable space in which to work and grow professionally).
Self-actualization: development, creativity, reaching one’s potential. The opportunity for professional growth within a company, challenging responsibilities, along with the appropriate tools, and a sense of independence.
Respect: Treat contingent employees the same way you treat your long-term. Don’t stereotype contingent employees as "less than" permanent staff. There are multiple, excellent reasons to choose temporary work and they deserve the same respect as everyone else. Ensure that every employee knows they are a valued part of the workforce and contributing toward the company goals and mission.
Onboarding: When you hire regular, full-time employees they undergo an onboarding process. They tour the facility, meet other workers, receive information on company policies, and rules and regulations. Don’t neglect his step when hiring a contingent worker. Onboarding fills a fundamental need for a person to feel welcome, which is an excellent start to a great working relationship.
Training: It's essential to provide the necessary training to contingent workers. They may be experts in their field, but you still need to provide the relevant training so they can hit the ground running.
Recognition: It's always a good policy to recognize staff who do a good job, including contingent workers. Make sure you publicly announce outstanding achievements of all team members. Include your temps in meetings and gatherings; give them a company email address – when appropriate, extend invitations to team lunches and company happy hours. By doing so, you build camaraderie among full time and contingent staff and make everyone feel important.
Reciprocal Feedback: Open the door to feedback and welcome comments and critiques from your contingent staff. They can offer a different perspective and insight coming from a short-term position. Likewise, take the time to give them feedback. Even constructive criticism can provide an employee with a sense of value and help them grow.
Fair Pay: Money is a consistent motivator. In some cases, partnering staffing company employ the placed contingent workers, but when payroll falls in your lap, pay your part-timers market wage – plus a little, for the expertise they bring to the table.
Set an example: Starting at the top, encourage all your long-term staff to welcome and appreciate contingent workers as part of the team. Not only will it help motivate your contingent force, it will increase a sense of value among your long-term staff.
Frequently asked
What needs should employers address to motivate contingent workers?
Using Maslow's hierarchy, employers should provide steady work and a safe environment (physiological/safety), foster belonging through communication, build self-esteem via recognition, and support self-actualization through growth opportunities and challenging responsibilities.
Why is onboarding important for contingent employees?
Onboarding, including facility tours, introductions, and policy information, helps contingent workers feel welcome from the start. This fulfills a fundamental need to belong and sets the foundation for a positive working relationship.
How can employers show contingent workers they are valued?
Employers can publicly recognize achievements, include temps in meetings and company events, give them company email addresses, invite them to team lunches, and pay market wage plus extra for their expertise.
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