Who is in Charge? Employer or Worker? | DCR Workforce Blog

Who is in Charge? Employer or Worker?

An employer is in charge of many things, like who gets hired, the physical environment in the workplace the employee’s job description and the pay rate, to some extent. But there is no way an employer can control the quality of applicants, their acceptance of the offer made and their tenure with and loyalty to the organization. The talent wars are hotter than ever, notwithstanding the unemployment levels. The supply-demand equations always make it tough for an employer to feel in control, especially of the quality of talent and the pay rate.

Top talent always has a short shelf-life, and the shortening job search cycle (which fell to 18 weeks from 25) makes it even more difficult for employers to get people who meet their exact requirements, even as they are losing more baby boomers to retirement – with an unbelievable 70,000 of them turning 65 years old every week!

Seller’s Market?

Scarce resources always control the whip-hand in any negotiation and many applicants who hold skills coveted by employers are proving it again, in industries like information technology, healthcare and manufacturing. Many of these workers are taking up contingent work, at top-notch pay. They get to decide which job, assignment or contract is worth their time and attention and demand that they be provided with healthcare benefit packages and vacation/sick leave policies. They move on if they feel that are not treated right or their worth and value are not recognized and acknowledged adequately.

To keep pace with the changing scenario, there are measures an employer could institute with regard to temporary workers.  However, the employer must constantly ensure that these actions don’t lead to co-employment claims.  To avoid this possibility, consider sourcing temporary workers through staffing agencies:

  • Engage the interest of your temporary workers by having their suppliers emphasize that you may wish to prolong the association. Provide opportunities for redeployment elsewhere in the company, not leaving too much of a gap between assignments, as it would make it possible for others to entice the worker away.
  • Offering career development opportunities, like better pay, better/more work or responsibilities, temp-to-perm hiring. Encourage the staffing agency to offer suitable training and further skill enhancement and appropriate training.
  • Assess worker satisfaction to isolate problem areas and any issues which may be causing friction. Work with the suppliers to Tackle and fix all issues that emerge without delay to improve employee satisfaction.
  • Making sure that your website and career portal reflect the how highly you value your employees, including contingent workers, and offer self-help resources which enable people to search for jobs. Provide tools to help them better manage their careers.
  • Optimize your online presence, using different social media effectively, to make your job postings get noticed by the right resources.
  • Seek employee referrals, using the right rewards, to enhance the quality of applicants.
  • Recognize that even temporary workers would be incentivized by rewards and recognition programs; and by prioritizing their needs and improving their career development.  Encourage suppliers to introduce programs to motivate their workers.
  • Always keeping the lines of communication open, so that your talent strategy evolves and improves on the go and you create an attractive workplace.

Just as digging a well after feeling the thirst is not a strategic way to handle matters, it is important to create and implement a talent strategy before facing the crunch.

The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.

One response to “Who is in Charge? Employer or Worker?”

  1. Alex says:

    I am an employer and maintaining employee satisfaction and high productivity at all times is such a challenge. At the same time, employees are into cut throat competition to survive and thrive in the best of work places.
    Your topic: Who is incharge? Just got me thinking. I really loved reading you article as it presents the story of people on both the sides of the table in a simple and logical way. No Gyan stuff):
    I wud definitely ask to check out another ‘no gyan’ article at http://www.become.com/hub/business-office/employee-time-tracking/how-to-track-promote-employee-work/

Lalita is a people/project manager with extensive experience in operations, HCM and training and development across industries like banking, education, business consulting, BPO and information technology. She believes in a dynamic approach to life and learning as change is the only constant.