This time of year requires many companies to look for temporary or seasonal employees. Contract workers are an important part of staying on top of work, as well as remaining flexible. While seasonal employees offer many advantages, they can also be a challenge to manage. Companies should have a reference to managing and evaluating the performance of temporary workers to ensure it is worth the investment long term.

Just like your full-time employees, temporary workers need clear goals. Management leaders should communicate these expectations, along with a timeframe of when they should be completed. The more details provided, the better you’re setting them up for success. Leaders should also check in with them regularly, monitoring their performance. Either through software or evaluating how well and timely a task is complete, managers should understand areas that need attention.

One of the best ways to manage the performance of seasonal hires is by communicating with them often. Meet with them formally and informally to check in and see how they’re doing. If they have questions or concerns, it gives management a golden opportunity to address them, as well as provide feedback. Work to develop a rapport with them, just as you would a full-time employee. If they’ve met certain goals or are working especially hard, recognize their efforts. The motivation from recognition of their superiors enables workers to maintain their behavior and productivity. It also provides insights into the kind of performance you and your company portray.

Even though they’ll only be on board for a short-term period of time, the more they feel like part of the team, the better their performance. This will positively impact productivity and worker morale. Companies should also keep in mind that their temporary workforce is a great pipeline for hiring when you have job openings, making the experience a positive one for your temporary team.

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