An organization isn’t made up of the paraphernalia it contains; rather it’s the people that represent it through their interpretation and adoption of the organization’s mission, vision and culture. As the employees of the company, even the non-employees are the face of the workplace where they are deployed. So, in today’s highly competitive market where social media plays a crucial role in making or marring a company’s reputation, an organization cannot be so short-sighted as to ignore the need to integrate its non-employees into the overall culture of the organization to ensure that its message to the outside world is perfectly uniform and consistent.
If you have a contingent workforce program in your organization, pay attention to the kind of culture you have established in using them. What kind of role are these workers engaged in? Are they handling any service roles, and if so, are you just considering their performance standards alone on the job or are you making sure that they are encouraged to absorb your organizational culture enough to be the face of your organization? Remember, performance is important, but it isn’t sufficient by itself.
If you fail to take the necessary steps to ensure the engagement of non-employees, you may end up having them experience a sense of alienation from your organizational goals. Such an attitude is bound to result in a critical absence of the soft aspects of performance criteria which quintessentially project your organizational culture to the outside world.
Contingent workforce managers can work with hiring managers, staffing suppliers and the candidates to ensure that they bridge this sense of alienation and connect with the non-employees to combine performance with engagement and a sense of belonging. Try these tips:
It is possible to integrate contingent workers into the culture of your organization by ensuring that the various stakeholders and participants in the contingent workforce program are aware of and committed to these goals.
Get everyone to willingly dispense the necessary information until these workers absorb the culture at every step on the way. Collect ongoing data on any display of behavior which doesn’t fit the organization’s culture and persist until the metrics prove that your program is successful.
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