Today as the businesses recognize the need for specialized skills on-demand, the influx of short-term, contract-based, and project-focused professionals is on the rise. But this trend brings with it very specific challenges. Integrating contingent talent is the right manner is crucial, especially in ensuring that existing team dynamics aren’t compromised.
Kate Lister, President of Global Workplace Analytics, has steered her own company through these waters. She shares 6 insights into navigating this process, as it’s not just about filling a temporary gap. It’s about embracing a new way of working, one that’s inclusive, dynamic, and forward-thinking.
1. Rethink Traditional Onboarding:
Onboarding processes are primarily designed for full-time employees. But contingent workers, who might be with your organization for just a few months, require a different approach. It’s essential to ensure they are integrated quickly, receiving just the right amount of information they need to get started. Kate Lister suggests thinking outside the box. This means doing away with lengthy processes and focusing on what’s most relevant to their role. Quick start guides, mentorship programs, or dedicated integration teams can facilitate a smoother transition.
2. Maintain Clear Communication Channels:
Contingent talent might feel like outsiders, especially if they’re joining a well-established team. Open communication channels between all team members are paramount. Encourage regular check-ins, not just about work but also about their experience within the organization. This not only builds trust but also ensures any concerns are addressed promptly.
3. Address Potential Jealousies Head-On:
It’s not uncommon for full-time employees to harbor feelings of jealousy or insecurity when contingent talent comes on board. Maybe it’s the exciting project they’re handling or the perception of higher remuneration. Lister stresses the importance of being proactive in this regard. Transparent discussions about the roles and responsibilities of contingent workers, paired with highlighting the value they bring, can assuage these feelings.
4. Cultivate an Inclusive Culture:
While contingent talent may not be permanent fixtures in your organization, during their tenure, they should feel as much a part of it as anyone else. Organizational culture should not just be about full-time vs. part-time or internal vs. external. It should be about inclusivity, valuing every contributor’s input and recognizing their role in the company’s success.
5. Offer Supportive Infrastructure:
The success of contingent talent largely depends on how effectively they can function within your organization. This goes beyond just their job role. Offering them access to essential tools, resources, and even training can ensure they’re set up for success. Lister highlights the importance of reimagining our social structures to support diverse working models, which includes contingent talent.
6. Monitor and Learn:
Lastly, as with any organizational change or integration, it’s crucial to monitor the process, learn from successes and failures, and continuously adapt. Lister emphasizes that the world of work is much larger than traditional models. As it evolves, businesses must be agile, learning, and pivoting to make the most of every talent opportunity.
The influx of contingent talent into the modern workforce isn’t a fleeting trend. It’s a transformative shift, reflecting the changing demands of the global business environment. By strategically integrating these professionals, businesses can tap into a wealth of specialized expertise without compromising team harmony. And as Kate Lister’s experience illustrates, when done right, the potential benefits – in terms of innovation, flexibility, and growth – are immense.