In today's dynamic business environment, leveraging temporary workers has become a strategic approach for companies aiming to maintain agility and competitiveness. By incorporating temporary employees into the workforce, companies can swiftly address workload peaks, cover for permanent staff absences, and reduce the administrative burden associated with recruitment and HR processes. This adaptable staffing solution not only supports operational continuity but also fosters a more resilient and responsive organisational structure.

The temporary worker market in Hastings, East Sussex, and the surrounding areas has seen significant growth, reflecting broader national trends towards flexible employment solutions. As a historic town with a diverse economy encompassing tourism, healthcare, education, and retail, Hastings also has a strong manufacturing and engineering base and so offers a variety of temporary employment opportunities. Staffing agencies in Hastings play a crucial role in matching qualified temporary workers with these opportunities, ensuring that businesses can maintain operational efficiency and meet their workforce requirements dynamically. The ‘temp’ market has long played a key role in supporting the local economy, providing businesses with the flexibility to respond to customer demand and seasonal fluctuations. Additionally, it delivers CV-building opportunities for students and provides valuable employment opportunities for residents seeking flexibility in their work arrangements.

Incorporating temporary workers into a business, especially if it’s for the first time, can be a daunting proposition. Managing temporary employees effectively requires a unique approach, as these workers often have different needs and expectations compared to permanent staff. Here are our nine tips to help you manage temporary employees successfully.

1. Clear Onboarding Process:

 Develop a structured onboarding programme tailored for temporary employees. This should include orientation to the company culture, policies, and their specific role, although how in-depth this needs to be will ultimately be determined by the projected length of the contract; there’s little point spending hours acquainting a temporary worker with the finer points of company culture if they are only going to be with you for a short period of time.

2. Set Clear Expectations:

Communication is critical to a temporary worker's effectiveness. They need to understand their job responsibilities, the standard to which those responsibilities should be performed, and the deadline for delivering them. Expectations should be realistic—in some instances, it may take a temporary worker some measure of time to perform at the same rate as a permanent employee. Ensuring that temporary employees understand what is expected of them is essential to getting the most out of the placement. 

3. Provide Adequate Training:

Whilst your temporary worker may have performed a similar task in a previous role, there will always be differences, and some may affect performance or outcomes. Ensure sufficient training is available to enable temporary employees to perform their tasks effectively. This can include job-specific training, as well as any necessary safety or compliance training. It’s also worth remembering that some people do not feel comfortable admitting they haven’t done a particular task previously for fear they will lose the work opportunity, so maintaining an ‘ongoing training’ culture is essential to ensure they ask for help when they need it.

4. Designate a Point of Contact:

Assign a permanent staff member as a mentor or point of contact for temporary employees. This person can answer questions, provide guidance, and help integrate them into the team. This type of ‘buddy system’ also helps integrate the temporary workers into the workforce, reducing an ‘us and them’ culture that can be detrimental to morale and productivity.

5. Include Them in Team Activities:

Encourage temporary employees to participate in team meetings, events, and activities. This helps them feel included and part of the team, which can boost morale and productivity. Additionally, temporary workers bring a fresh set of eyes to processes and systems, have often worked in similar operations previously, and may have useful suggestions for streamlining or better ways of working. Don't make the mistake of underestimating their skills or the experience they bring to the table.

6. Provide Feedback Regularly:

Starting out as a temporary worker can be a disorienting experience. Offer regular, constructive feedback on their performance. Positive reinforcement can boost morale, while constructive criticism can help them improve and succeed in their role.

7. Recognise and Reward Efforts:

Acknowledge the contributions of temporary employees. Simple gestures like a ‘thank you’ or small rewards can go a long way in making them feel valued and will positively impact productivity.

8. Ensure Fair Treatment:

Treat temporary employees with the same consideration as your permanent staff and set the same standards for them as you do for permanent employees. Again, this avoids the development of an ‘us and them’ culture, which is counterproductive to morale and productivity.

9. Offer Opportunities for Development:

Provide temporary employees with opportunities to develop new skills or take on new responsibilities whenever possible. This can enhance their experience and benefit your organisation by making them more versatile.

Temporary workers allow businesses to quickly adapt to fluctuating demands, manage costs effectively, and access specialised skills for short-term projects. By leveraging temporary workers, companies can achieve greater agility and efficiency, ultimately supporting their business objectives in a dynamic market environment. By following these tips, you can create a positive and productive environment for temporary employees, which can lead to better performance and a more harmonious workplace overall.

ASL Recruitment was established in 1999 and has served Hastings and the surrounding area ever since, placing temporary and permanent roles across various sectors, including Industrial and Manufacturing, Legal, Finance, Marketing, Technology and Office Support, from junior to board level. Our co-founder and Managing Director,  Jason Perry , is an HR specialist and a Chartered Fellow of the Chartered Institute of Personnel and Development.