Assets of Contract Workers during Periods of Volatility

Business leaders are grappling with the volatility that continues to be present for employers and employees alike. With the shifting and evolving models of work – whether they be from home, from the office, or some hybrid model – volatility will continue for the foreseeable future. As the trend grows it brings with it the unknown and uncertainty. Contractors are an asset in that they have a fresh perspective, are not tied to a particular outcome, and have the skills necessary to turn a strained or conflicted situation into an operational success.

Fresh Perspective – A contract person has fewer inhibitions and is more likely to propose a series of solutions that are outside of the past business behavior.

Focusing on an Outcome that Delivers – The contractor is focused on having processes being delivered consistently.

Addressing Strain and Conflict – From an outsider perceptive conflict and strain are easily identifiable.  Once identified working solutions can be implemented in relatively short order. 

Contractors are a beneficial investment of time and resources especially in relation to the challenges of ongoing change. The true value of a business is the people who work in it. Contractors long or short term provide invaluable assistance in addressing business needs current and mitigating future volatility.

Marie-Helene Sakowski, Consultant,

Onboarding of Employees – Revamp Required

Having successfully hired a new employee the true test of whether that employee will stay or move on lies within the onboarding process. With employees today working from home or in some form of hybrid model there is an essential component for virtual onboarding. Orientation in the form of learning modules related to company safety policies, procedural scenarios, IT modules, benefits and health features, and other HR related material certainly has a place in virtual training.

The crux of orientation of a new employee is focused on the softer side – the side requiring a high human touch. New employees need to be oriented into company culture and day-to-day working dynamics. Creating relationships with co-workers, managers, and company executives is necessary for a new employees to be successful. Imparting that information is essential for employee success and retention.

Planning the high touch orientation piece is important. Arranging for it to occur in person and virtually is something that may challenge managers and a solution to the issue is essential. It may take several people within the business or organization to orient a new employee. Another planning component that is crucial.

Steps may mean having the new employee meeting with various team leaders in person one-on-one or virtually to begin to learn about and embrace the culture of the business or organization. It may also require an extended period of time with periodic check points to identify how the new employee is doing.

What has your business or company done to improve its orientation process to ensure new employees are retained?

Marie-Helene Sakowski, Transformational Consultant,