Creating a Welcoming Culture for Temp-to-Hire Employees

Not so long ago, there was an unspoken divide between temp-to-hire employees and the full-time employees and management they encountered at each job site.

It probably wasn’t meant to explicitly exclude the individual as much as it was more practical than taking time out to get to know someone whose future with the company was unclear.

The modern workplace focus on company culture is intended to help employees “find their place” in a new job and business environment for better productivity and employee retention.

But does this inclusive practice extend to temp-to-hire employees? Should it?

Would your business benefit from creating a welcoming environment for temp-to-hire employees as early in their assignment as possible?

Ideally, all new hires should feel welcome, regardless of the terms, current status, or planned duration of their employment.

Let’s check out the benefits of integrating temporary-to-hire workers into your team and consider some simple ways to do it.

Why Welcoming Temp-to-Hire Employees Is Important

Even if you aren’t 100% sure your temp-to-hire workforce will ultimately join your team, you certainly want them to care about their job and do their best while working for you. When people feel welcome and included, they work better and look forward to signing on permanently.

Temp-to-hire employees who feel disengaged are less likely to feel any investment in a company and are prone to doing the bare minimum, sometimes called quiet quitting. Or they may resign before reaching a hire date, leaving you to scramble and start the process again.

Get everyone pulling on the same side of the rope, and everyone involved wins a daily tug-o-war competition.

3 Ways to Create a Welcoming Environment for Temp-to-Hire Workers

Temp-to-hire employees understand the nature and terms of their assignment. However, we have come up with three simple ways to help them feel like the work they do for you matters and that you’re glad to have them on the team and want them to stay.

Forbes recommends that you develop a detailed process with checks and balances and a few additional tips to help temporary workers feel welcome:

• Draw on your existing culture of open communication and inclusivity.
• Invest in accelerated and streamlined training to get everyone up to speed quickly and thoroughly.
• Put your company values at the center stage of your onboarding materials.
• Introduce temporary workers to a mentor, whether a manager or a co-worker, as a designated contact.

It is important to help everyone feel included. Inviting temp-to-perm employees to team building and social events helps them feel like an accepted and valued part of the team.
Some events where everyone can gather and mingle include:

• Company picnics or festivals
• Team luncheons, on-site or off-site
• Birthday or anniversary celebrations
• Awards celebrations

If your temp-to-hire has a birthday or an award-worthy achievement before they sign on permanently, go ahead and put them front and center. They will love it!

Finally, include temp-to-hire team members in a door prize drawing or another bonus opportunity, and you will win big.

Temp-to-hire employees perform better when they have specific, constructive feedback based on their work performance and productivity. Here are some tips to consider when offering constructive feedback:

• Be Specific. Give temp-to-hire workers actionable advice to help them improve.
• Discuss Issues Face-to-Face. Providing feedback, good or bad, personalizes the exchange while also establishing trust and helping to prevent rumors.
• Maintain Objectivity. While you want the interaction personalized, you don’t want your feedback to be personal or taken personally.
• Create Balance. Offer a few positive observations to encourage them to improve on any negative feedback with hope and enthusiasm.