How to make shift workers part of the team

According to the Australian Bureau of Statistics, the skills shortage shows no signs of easing, with almost one in three Australian businesses having to find alternate ways to fill staffing gaps. One solution is contingent workers such as temps, casuals and shift workers. Part-time shift workers are increasingly filling positions once held by permanent, full-time staff, explains Tom Amos, CEO and co-founder of Sidekicker.

This shift in staffing results in a very different workforce than before. Teams may change daily, there’s a much more diverse group of people, and there can be knowledge and communication gaps.

So, what approach should businesses take to ensure a positive culture and team cohesion in this new environment?

Have a robust onboarding process

The onboarding process is critical. It makes all new workers feel welcome and gives them a sense of belonging. A survey by Gallup found that employees who went through a well-structured onboarding program were more likely to feel engaged with their work and committed to their organisation.

Ensuring that people get up to speed quickly is vital. According to the Society for Human Resource Management Foundation’s onboarding guide, the faster new hires feel welcome and prepared for their roles, the faster they can successfully contribute to organisational goals. Human resource consulting firm Brandon Hall Group also found that a robust onboarding process can increase employee productivity by up to 70 per cent.

Additionally, a strong onboarding process increases retention. The study by Brandon Hall revealed that employees who undergo a structured onboarding program are 82 per cent more likely to remain with the company for at least three years.

Treat contingent and permanent staff the same

Treating all employees equally, regardless of their employment status, promotes fairness and equity in the workplace. This helps foster a positive work culture and improves employee morale. Employees who feel valued and appreciated are more likely to be engaged with their work and committed to their organisation.

Fairness and equity in the workplace also enhance retention. When casual workers are treated the same as permanent staff, they are more likely to feel part of the team and have a sense of loyalty to the organisation. This is very important for customer service roles, as happy and engaged staff are more likely to provide better customer service. Among executives surveyed by Salesforce and Forbes, 70 per cent agreed that a better employee experience leads directly to a better customer experience.

Offer casual staff career development opportunities

A former temp may be the perfect hire when a permanent team member moves on or can fill an existing vacancy. Many temps and casuals will eventually seek full-time opportunities once other commitments, such as study or family responsibilities, change.

Investing in the skills and careers of casual staff is never a waste. It means you get the best out of them while they work for you, increasing their devotion towards your organisation and making them more likely to seek future work with you.

In Australia, the National Employment Standards (NES) also provide casual employees with a pathway to becoming a permanent employee; a process called ‘casual conversion’. Certain eligibility requirements and exemptions exist, but someone who actively wants to stay may be an excellent candidate for a permanent role. US research found that 55 per cent of contingent workers would prefer a permanent job.

A company’s reputation for treating its staff well can also impact customer perception. According to research by McKinsey, consumers are more likely to support a business with a positive reputation for treating its employees fairly and providing a good work culture.

Ultimately, treating casual and permanent staff the same is an important step towards building a positive and inclusive workplace culture that values all employees equally.

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