Building Bridges: How to Engage and Retain Your Contingent Workers

One effective starting point is exploring targeted advice, such as what you might find in ClearEdge’s regular column, “The One Thing,” authored by CEO and founder Leslie Vickrey. This series emphasizes actionable, single-step changes that can transform workplace dynamics. In a recent edition, Vickrey discusses how connecting with higher-ranking managers can significantly enhance organizational success. Her approach underscores the idea that impactful change doesn’t have to be overwhelming — it can start with a single, focused action.

But what about your contingent workforce? The reality is that resources offering guidance for managing and engaging this group are far less common, even though their satisfaction and productivity are critical to achieving business goals.

Contingent workers often have limited interaction with the leadership of their staffing firm or the companies they’re assigned to. This disconnect can lead to disengagement and dissatisfaction. As Katherine Alvarez explains in her feature, “Building a Leadership Culture for a Thriving Contingent Workforce,” this lack of connection can result in contingent workers not just leaving the assignment but also severing ties with the staffing firm or recruiter who placed them.

For companies that depend on contingent workers to meet client needs, this turnover can create significant operational challenges. The key is to address the unique needs of this workforce and take deliberate steps to build trust, loyalty, and productivity.

A strong, positive company culture fosters engagement. As Ursula Williams, President of Staffing Industry Analysts (SIA), notes, “A strong, positive culture in staffing translates well in a people-oriented sales and service business that measures revenue growth as a success metric.” Making contingent workers feel like part of the team—even temporarily—makes a significant impact.

How to Integrate Culture:

• Include contingent workers in meetings and events.
• Offer onboarding that introduces your mission, vision, and values.
• Celebrate milestones and successes together.

Consistent communication helps contingent workers stay connected and aligned with organizational goals. It combats the “out of sight, out of mind” feeling.

Steps for Communication:

• Schedule regular check-ins to discuss progress and address concerns.
• Use video calls or collaboration tools for remote workers.
• Encourage two-way communication to gather feedback and provide updates.

Recognition boosts job satisfaction and loyalty. Personal acknowledgment ensures contingent workers feel valued.

Ways to Recognize Contributions:

• Send personalized thank-you notes or emails.
• Highlight achievements in team meetings.
• Offer incentives like gift cards or public shout-outs
  for exceptional work.

Feedback is crucial for development and engagement. Balancing praise with actionable suggestions shows you value their growth.

Feedback Best Practices:

• Be timely and specific.
• Combine praise with improvement suggestions.
• Use feedback sessions to discuss career goals and
  how their role aligns with them.

Engaging contingent workers requires a deliberate and thoughtful approach. By fostering a connection to your company culture, maintaining open communication, recognizing their contributions, and providing meaningful feedback, you can create an environment where both contingent and permanent workers thrive.

Remember, the key to success lies in treating contingent workers not just as temporary staff but as integral members of your team. When they feel seen, valued, and included, their performance and loyalty will reflect it, driving success for your organization as a whole.