Last updated on Jul 19, 2024

How can you incentivize temporary employees to work remotely?

Remote work has become more common and desirable for many workers, especially during the pandemic. But how can you motivate and reward your temporary employees who work remotely, especially if they have less job security and benefits than permanent staff? In this article, we will explore some strategies to incentivize remote temporary workers and make them feel valued and engaged.

1 Offer competitive pay and perks

One of the most obvious ways to incentivize remote temporary workers is to offer them competitive pay and perks that match or exceed their expectations and the market rates. This could include bonuses, commissions, tips, gift cards, or other forms of recognition for achieving goals, completing projects, or delivering high-quality work. You could also provide them with access to online courses, certifications, coaching, or mentoring that can help them develop their skills and advance their careers.

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Saritha Nayeni

Lead Recruitment @ TalentBeacon | Extensive IT Recruitment Experience
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Providing adaptable work schedules, remote stipends, and cultivating a supportive virtual culture, Introducing performance incentives, offering skill development opportunities, and ensuring transparent communication to foster motivation and professional growth. The Fusion of concrete benefits, such as remote allowances, and the creating a positive remote work environment enhances the engagement and success of temporary employees in remote work scenarios

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2 Provide clear and frequent communication

Another way to incentivize remote temporary workers is to provide them with clear and frequent communication that keeps them informed, aligned, and supported. This could include setting realistic and measurable objectives, giving regular feedback, acknowledging their contributions, and addressing any issues or concerns. You could also use various tools and platforms to facilitate communication, such as video calls, instant messaging, email, or project management software. By communicating effectively, you can build trust, rapport, and loyalty with your remote temporary workers.

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Jonathan Lopes

Helping the best Engineers and Skilled Production Personnel fulfill their dreams.
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It seems the biggest reason companies are hesitant to offer remote work is the opportunity for dishonest people to cheat on the clock. Clear and frequent communication helps the employee motivation while assuring management that the employee is working hard.

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3 Create a sense of community and belonging

A third way to incentivize remote temporary workers is to create a sense of community and belonging that makes them feel part of your team and culture. This could include inviting them to virtual meetings, events, or social activities that allow them to interact with their colleagues, managers, and clients. You could also encourage them to share their ideas, opinions, feedback, or challenges with others and listen to their perspectives. By creating a sense of community and belonging, you can foster collaboration, innovation, and engagement among your remote temporary workers.

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Ender Bonnet

Software Engineer en Uber
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Belonging is underestimated but receiving a t-shirt with the logo of the company or a mug could help a lot to feel that we are part of a team, even thought we haven't met each other in real life.

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4 Offer flexibility and autonomy

A fourth way to incentivize remote temporary workers is to offer them flexibility and autonomy that allows them to work in a way that suits their preferences, needs, and circumstances. This could include giving them the option to choose their own hours, schedule, or location, as long as they meet their deadlines and deliverables. You could also empower them to make decisions, solve problems, or take initiatives that demonstrate their creativity, initiative, and responsibility. By offering flexibility and autonomy, you can enhance their productivity, satisfaction, and retention.

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5 Solicit and act on their feedback

A fifth way to incentivize remote temporary workers is to solicit and act on their feedback that shows them that you value their input and opinions. This could include asking them for their suggestions, comments, or recommendations on how to improve your processes, policies, or practices. You could also implement their feedback, acknowledge their impact, or reward their efforts. By soliciting and acting on their feedback, you can improve your performance, quality, and reputation.

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6 Provide career opportunities and growth

A sixth way to incentivize remote temporary workers is to provide them with career opportunities and growth that help them achieve their professional goals and aspirations. This could include offering them the possibility to extend their contracts, renew their assignments, or transition to permanent roles. You could also expose them to different projects, clients, or sectors that can broaden their experience and network. By providing career opportunities and growth, you can attract, develop, and retain your remote temporary workers.

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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?

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How can you incentivize temporary employees to work remotely?

1

2

3

4

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1 Offer competitive pay and perks

2 Provide clear and frequent communication

3 Create a sense of community and belonging

4 Offer flexibility and autonomy

5 Solicit and act on their feedback

6 Provide career opportunities and growth

7 Here’s what else to consider

Staffing Services

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How can you incentivize temporary employees to work remotely?

1

2

3

4

5

6

7

1 Offer competitive pay and perks

2 Provide clear and frequent communication

3 Create a sense of community and belonging

4 Offer flexibility and autonomy

5 Solicit and act on their feedback

6 Provide career opportunities and growth

7 Here’s what else to consider

Staffing Services

Rate this article

Thanks for your feedback

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