Why It Pays to Treat Part-Timers the Same as Full-Timers

Business moves fast. Companies push to meet their key metrics. And, although we talk about being inclusive and engaging employees, the primary goal is financial results. So, it’s sometimes hard to remember to keep contract, part-time, and remote workers in the loop. But, organizations that do so will find their efforts well spent.

Part-timers are a valuable part of many businesses. They represented 27.41 million U.S. workers as of January. Within the next four years, nearly half of the U.S. private workforce will have spent some time as a contractor or temporary worker.

Just because their situation is different than others, organizations should make them part of the plan. That should include providing them with the same respect, training, and support as others.

“Keeping contractors at arm’s length by sectioning them off from other employees is a sure way to taint the relationship from the onset,” writes Danielle Durko. “Contractors are usually hired to accomplish a specific project or fill a role during a busy season. Retaining a positive connection is necessary to attracting top talent and getting the job done well.”

The Addison Group branch manager adds, “In addition, a contractor is often an opportunity to ‘test drive’ an employee. And if they turn out to be a rock star, you want to ensure they will want to work for your company.”

She goes on to note it’s as important to create a good working environment for others as it is for full-time employees. Verint’s Claire Richardson says “If part-time staff don’t feel they’re getting the same amount of support and training as their full-time peers, it can drive them away.”

And Monet Software’s Chuck Ciarlo adds that in hiring part-time help for call centers during the holidays, use the same procedures to quality them as you would with a full-time agent hire.

Edited by Mandi Nowitz