Part of your job (probably one of the most significant parts of your job) as a company leader is to be an emotional anchor. You, plus some other key company leaders, ARE the culture. You watch the vibe you project and you are aware of how you are seen by others. It’s not about ego or vanity, it’s about LEADING. You choose your words carefully because you know words matter. Those whose corporate boxes are a row or two under yours can turn one word from a water-cooler conversation into a productivity turbo charger or a complete motivational buzz-kill.
What about “temp”? What does this word mean to the workgroup provided by your staffing partner? Most of our customers selectively hire the best employees from the temporary group, using our employees as a farm team. Over time the company’s core staff is almost entirely TalentTeam alumni. We try to create an environment that says “you can be a permanent part of this great company”. The path is simple, just make yourself a star with your work, your attitude and your commitment. How does the word “temp” fit this strategy? Turbo charge? Buzz-kill?
Do you enhance and improve your core staff by adding the very best workers from your contingent group? Do you have an intake strategy that identifies, selects, nurtures, motivates and attracts the very best? Does the “temp” group feel like the farm team, trying to make the big leagues? Or do your words and strategies tell them they are disposable and unimportant?
A carefully developed and executed intake strategy can protect your organization from co-employment issues while still identifying, embracing and capturing the very best talent. Consider using words like contingent group, future employees or contract employees. A good starting point: Banish “temp” from your HR lexicon. Maybe it can all start with a simple idea…words matter.