How do you manage the transition and termination of temporary workers?

1 Plan ahead

Before you hire any temporary workers, you should have a clear idea of what you expect from them, how long you need them, and how you will measure their performance. Communicate these expectations to the staffing agency and the workers themselves, and make sure they understand the terms and conditions of the assignment. Having a written agreement that outlines the scope, duration, and compensation of the work can help avoid misunderstandings and disputes later on.

2 Provide feedback

During the assignment, you should provide regular feedback to the temporary workers and the staffing agency on how they are doing, what they are doing well, and what they can improve. This will help them adjust to your standards and culture, as well as motivate them to perform better. If you encounter any performance issues with temporary workers, you should address them promptly and constructively, and involve the staffing agency if necessary. Don't wait until the end of the assignment to give feedback, as this can damage your reputation and cause resentment.

3 Recognize achievements

Temporary workers are part of your team, even if they are not permanent employees. Therefore, you should recognize their achievements and contributions, and show appreciation for their work. This can be done in various ways, such as giving praise, offering incentives, inviting them to social events, or providing references. Recognizing achievements can boost morale, loyalty, and productivity, as well as enhance your employer brand and attract more talent in the future.

4 Prepare for transition

As the end of the assignment approaches, you should prepare for the transition of the temporary workers. This means informing them and the staffing agency in advance of the exact date and time of their departure, and ensuring they have completed all their tasks and responsibilities. You should also collect any company property or equipment they have used, and update any records or systems they have accessed. Additionally, you should conduct an exit interview or survey with the temporary workers, and ask for their feedback on their experience, satisfaction, and suggestions.

5 Consider retention

Sometimes, you may find that a temporary worker is a great fit for your organization, and you may want to retain them as a permanent employee. If this is the case, you should consult with the staffing agency and the worker about the possibility of converting them to a direct hire. You should also check the terms and conditions of your contract with the agency, and see if there are any fees or restrictions involved. If you decide to retain a temporary worker, you should make them a formal offer, and provide them with the necessary training and orientation to integrate them into your workforce.

6 Maintain contact

Finally, you should maintain contact with the temporary workers and the staffing agency after the assignment is over. This will help you build a positive and lasting relationship with them, and keep them in your talent pool for future opportunities. You can maintain contact by sending thank-you notes, newsletters, invitations, or referrals, or by connecting with them on social media or professional networks. By staying in touch, you can show your appreciation and interest, and increase your chances of rehiring them or getting referrals from them.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?