Contingent Labor - Engagement, Wage Compression, Building Flexible Teams

We recently hosted a live event titled “Ask Me Anything” featuring Matt Gorman, Executive Vice President at Upshift, who has over 16 years of experience in the staffing industry. Below, you will find the key points that were discussed during the session. We hope you find them useful!

1. Problems with the GIG ECONOMY and It Will Evolve

The gig economy has been a lifeline for many during the pandemic.
Many people found supplemental income through various gigs and were able to survive.
But there are two challenges that the gig economy must face: RELIABILITY and PREDICTABILITY.

These two aspects are the main issues that employers have with gig workers, gig staffing platforms, and any other gig applications.

It’s tough to run a business without them.
Surprisingly, job seekers are also looking for reliability and predictability in their employment!

While the gig platforms like Uber or Lyft were great for supplementing income, they can’t build a life or a career around it.
Candidates, job seekers, and employees are now looking for RETURNING INCOME MODELS, which means they want predictability in their employment.
The “work, whenever, wherever” model that started with gig platforms is not going away, but people are seeking sustainability.

It’s interesting how both sides are looking for the same thing! That’s why the gig economy is going to evolve.

2. Why Searching for the Mythical 40-Hour Worker is Holding Your Business Back: Embrace the Benefits of Flexible Shift Models

Do you struggle to find hourly workers who are willing to work a standard 40-hour workweek?

Here’s the problem: Today’s workers want more control over their schedules.

It’s even more important than pay. It’s like working from home for white-collar employees.

But how can you meet the needs of both your business and your workers?

The key is to shift your thinking and approach to work. 

By offering flexible schedules, such as part-time or returning schedules, you’ll find that it’s easier to fill your open shifts and retain your top talent.

This may require a change in the way you communicate with your contract labor and build sustainable partnerships. A flexible team is not just a roster of on-call workers, it’s about engaging with your employees in a way that works for them.

3. Five Simple Strategies to Keep the Staff You Like Coming Back

Do you want the best people to return for more shifts?

Here are a few simple yet effective strategies for increasing contract labor engagement:

1. Say their name 3 times on their first day

There is no simpler tactic than that.

Studies show that hearing their name from a supervisor three times on their first day can increase the chances of them returning to work by 30%.

2. Formal Introduction to Coworkers:

Making a formal introduction to coworkers on the first day is the second highest factor in retaining workers. Make sure your new hires feel like a valuable part of the team.

3. Maintain Engagement:

Treat temporary contract labor with the same level of engagement as permanent in-house hires. Engaged workers are more likely to come back and see themselves as a valuable part of your organization.

4. Create SOPs for Managers:

Having standard operating procedures for managers to engage contract labor when they come in is key. Use discussion points, use their names, and make them feel valued.

5. Make a Good Impression:

Remember that contract labor has a variety of work options, so making a good impression is crucial. Companies that have strategies in place to engage and retain contract labor have less turnover and less frequent issues.

4. Make Contract Workers Want to Come Back: The Secret to Building Flexible Teams

Engaging contract labor and building flexible teams is the key to success. But, how do you keep the good ones coming back?

The first question to ask is: What do you do on their first day to make them want to return?

We focus on making a positive experience for internal hires, but often neglect contract labor. This is a problem!

Unlike a generation ago, contract labor views these hourly roles as a first date with you. If they don’t have an overwhelmingly positive experience, they won’t return. And they won’t tell you why.

So, what can you do on their first day to make a lasting impression?

Retaining talent is not that complicated – there are simple solutions to make a positive impact.