The Employee Engagement Network

How can companies increase engagement in temporary employees? Most of the U.S. will see little growth in full-time employment for the remainder of 2010. Hiring of temporary workers started to increase at the end of last year and is usually a leading indicator of economic growth. However, companies appear to be relying more on temporary and "permanent temporary" workers than in past recession recoveries. Some argue that temps are becoming an essential part of any company's workforce. If this is the case, don't we have to pay attention to the involvement, commitment, and discretionary effort of these workers? How can we promote engagement in employees who may have dual allegiances to a temp agency and to the company, who don't know how long they will be employed, and who might be more motivated by income in the short-term than career opportunities in the long-term?

Tags: employees, temporary, temps

Views: 30

Reply to This

Replies to This Discussion

Not a problem, Stephen.

If management has mastered the art of engaging permanent employees, temporary employees will be joining an engaged workforce who are treated with great respect by management. Temps will adopt that culture quite rapidly so long as management treats them like valued team members as they must be doing with the permanent employees.

I admit that is a very big IF. Very, very few managements have a clue of how to create an engaging environment and most are actively causing employees to be disengaged. An environment where the employee's needs to be heard and be respected are fully met are very rare indeed.

High income will not overcome disengaging actions by management.

Best regards, Ben
The shift toward temporary workers is very much an anathema to EE because it erodes trust, perceived [employee] financial stability and almost every aspect of employee "wellness". Check out "The Disposable Worker" ( in Bloomberg's Business week for a very well-researched perspective on the topic.
Paul, thanks for the reference to the Business Week article. My concern is that those of us who care about EE cannot afford to write off temporary workers in the new economy. If they are here to stay, and are an essential part of doing business, then it seems to me that we have to find a way to engage them.
Hello Stephen. Great topic and I appreciate (and partially agree with) your sentiments. That said, I remain skeptical that an increasing percentage of temporary workers in the "new economy" is a foregone least without a very different and more robust public safety net.

My bet is that any company that truly embraces EE as a long-term cultural competency will find that establishing the requisite trust to communicate "we value you" to its workers will prove elusive if, at the same time, it's making them feel less secure financially. In the end, I may be wrong, but I struggle to imagine a bridge strong enough to emotionally connect employees to companies that will not invest in them as full-fledged partners in business. An arms-length approach by employers will likely breed mercenary employees. But maybe that is where the e-generation is headed. We'll see.


580 Videos Related to Employee Engagement

Click on this eBook listing over 580 videos available on the network. When you open the document up online you can click on the title to go directly to the video. Happy and engaged viewing.

EEN Facebook Feed

Looking very forward to being home in Saskatchewan next week.

Looking very forward to being home in Saskatchewan next week.

David Zinger Engage SK
A short invitation and introduction to two sessions on engagement and well-being David Zinger will be offering in conjunction with SAHRP:...

Ask yourself: Do you work better in the morning and in the evening? Take off eve...

Ask yourself: Do you work better in the morning and in the evening? Take off every afternoon! Why are you working five days in a row? Can you work alternate days – and rest every other day. If you usually take a fortnight’s holiday (if that!)? Could you take three weeks or a month? Is your optimum output better if you take ten weeks off, instead of four, and work with more energy during the times that you DO work?

Work In The Zone | LinkedIn
“The higher your energy level, the more efficient your body. The more efficient your body, the better you feel and the more you will use your talent to produce outstanding results.”Tony RobbinsIt’s

Word power made easy...

Word power made easy...

Create A Vocabulary That Inspires Employee Engagement
It's official. Employee engagement is the new black. I’ve been writing and thinking a lot about it lately, as have others. The very notion of how leaders and employees engage has slowly morphed away from ‘companies have to do this because employees want it’ to ‘companies have to do this [...]

The one question employee engagement survey: Why are you still here?

The one question employee engagement survey: Why are you still here?

The shortest Employee Engagement survey has one question | Leandro Herrero
And the question is: ‘Why are you still here?’ You learn about the organization by asking questions to employees when they leave you (exit interviews) but you learn far more when you ask them why they are staying (‘stay’ interviews). It’s not a joke. ‘Why are you still here?’ – with the emphasis on…

Latest Activity

Cheryl Cayer is now a member of The Employee Engagement Network
6 hours ago
John Junson posted a blog post
8 hours ago
Max Schauss posted a discussion
17 hours ago
Profile IconMax Schauss and Beata Mosór were featured
18 hours ago
Max Schauss left a comment for David Zinger
18 hours ago
Robert Morris posted blog posts
18 hours ago
David Zinger left a comment for Max Schauss
Profile IconJennifer Leake and Paul Bailey joined The Employee Engagement Network

© 2014   Created by David Zinger.

Badges  |  Report an Issue  |  Terms of Service