Employment

4 Different Types of Employment and How to Manage Them

1. Full-Time Employees

Full-time workers often work 40 hours per week and are entitled to benefits such as health, dental, vacation days, and paid time off. The employer will often give an employment agreement that describes the employee's obligations, the scope of their services (hours and days of work), benefits supplied, termination, notifications, and relevant legislation.

Build a connection with your full-time staff.

It is critical to establish a connection with your full-time staff from the beginning. Go above and above to ensure that your employee feels at ease with their tasks, their surroundings, and their team. Team-building activities and one-on-one meetings are excellent methods to introduce new workers to the rest of the team and get to know them personally. Check out our one-on-one meeting template if you want to establish trust with your new full-time employee.

Getting to know your full-time staff will help them feel more at ease, and hence more productive. Inform your full-time staff that you are there to help them in any manner they need.

Determine what is most important to them.

If you understand what is most important to your staff, you may try to meet their requirements as well as possible. Schedule frequent one-on-one meetings and professional chats to learn what inspires your colleagues!

Prioritize organization.

When it comes to managing many full-time staff, organization and time management are key. Find a regular meeting cadence that works for your company and keeps everyone on the same page. We propose holding a weekly team meeting as well as one-on-one meetings with each individual who reports to you. Show your direct reports how you keep on top of your tasks and strive for success by setting a good example.

Set explicit objectives and expectations.

Setting clear objectives and expectations is critical for full-time staff. Even more crucial than creating objectives is recording them in your one-on-one meeting tool.

You can't manage what you can't measure, and defining clear objectives will leave both you and your staff feeling ready to tackle the next challenge. Defining metrics that will assist you and your staff in determining whether they are meeting corporate objectives is essential. Ongoing, clear communication is at the heart of goal-setting and should be prioritized.

Throughout the year, be receptive to comments.

Consider making feedback more frequent and informal between you and your staff. Companies sometimes restrict their feedback evaluations to an annual review, but full-time workers should be allowed to hear and offer feedback all year.

Evaluating your workers' development is impossible without real-time feedback, which may contain both positive and negative criticism. Remember that positive reinforcement is a particularly valuable kind of feedback. Recognize your workers' accomplishments to keep them motivated to realize their full potential.

Finally, remember to accept input as much as you get it, by keeping all lines of communication open and accessible.

2. Part-Time Employees

Part-time workers work fewer hours than full-time employees and may not be paid as well.

Best practices for managing part-time employees:

Consider their requirement for adaptability.

If your employee has sought out part-time employment, it is very likely owing to a need for flexibility or work-life balance. Flexjobs recommends the following suggestions for managing part-time employees:

Provide the necessary resources and tools.

Regardless of the sort of person you manage, you must constantly guarantee that they are well-equipped to accomplish their work. The same is true for ensuring that your part-time employee has everything they need to complete the task at hand effectively. It's a good idea to include regularly used information and tools as part of your onboarding process, as a document that can be often referred to.

Maintain open avenues of communication.

You and your part-time workers will most likely have extremely diverse schedules. As a result, it is critical to maintain open lines of contact with them. Living in a technological era enables us to communicate with one another through a variety of channels such as email, instant messaging, phone conversations, video calls, and so on. Determine whatever technique works best for you and your part-time employee, and don't forget to let them know you are accessible if they have any concerns, difficulties, updates, or just want to touch base.

Providopportunitiesty for progress

Just because your part-time workers aren't in the office as frequently as others doesn't imply their professional growth should suffer. Investing time in training personnel will make them more successful in carrying out their duties, making them an even greater addition to your organization. Not only will training improve your part-time workers' abilities, but it will also demonstrate to them that you value their learning and growth.

Include them in frequent meetings.

As a leader, you already understand how important communication is. The more frequent, the more effective. There is no reason not to involve your part-time staff in your regular meetings to foster open communication channels and enhance team relationships.

Don't restrict part-time workers to certain occupations.

Part-time work is often associated with lower, less professional career levels. It is clearly time to dispel that stigma and make use of the number of highly talented part-time workers without relegating them to less challenging roles.

3. Seasonal Employees

Seasonal workers are people who are recruited for a limited time to meet the demands of a firm. In general, they assist with increased labor demand or seasonal employment that comes during various seasons of the year.

Best practices for managing seasonal employees:

Begin recruiting early on.

Get a jump start in attracting the greatest talent! Quickbooks shows some interesting data concerning when you should begin hiring seasonal employees:

Treat them the same as full-time workers.

Seasonal workers are still members of your team and should be treated as such. Making your seasonal staff feel welcomed and an important part of your company will drive them to maintain high-performance levels.

Don't skimp on training.

Training for seasonal workers is just as vital as training for any other sort of employee. By providing all of the tools and resources accessible to them, you benefit both yourself and the employee. If you're pleased with their performance, you'll probably consider bringing them back next season, which will provide you with someone who already understands the drill.

Be explicit about your expectations.

It is critical for the success of this employee-employer relationship to clearly define your expectations for the season. Make sure you convey whether or if there is a prospect of an extension beyond the "season" or whether employment will finish there. Establish your work-term expectations to avoid misunderstanding before you begin.

4. Temporary Workers

Temporary workers are usually engaged for a defined length of time, such as six months. They may also be engaged to work on a certain project and then leave the organization after the project is completed.

Best practices for managing temporary employees: Prepare them for success

We've established that training is necessary for all types of employees! Masis Staffing suggests a shortened training to adjust your approach to the temporary employee you are working with within an article on how to be a short-term boss.

Give feedback and solicit it as well.

All good workers, like any excellent boss, are always looking for ways to improve. Make sure to provide feedback to your temporary staff that will assist them gain experience and even lead to full-time employment if wanted. Similarly, make use of this chance to solicit comments on how you can continue to lead successfully.

Make an effort to learn from them.

Because temporary workers are often only recruited for a specific amount of time, they are certain to have some significant insights into how things work. Use this opportunity to learn and obtain any insights that your temporary employee may have. It is likely to reveal some information that you would not have known otherwise.

Finally,

All of your workers need your time and attention. Refer back to this guide to adjust your management style depending on the sorts of people on your team. Customizing your approach will undoubtedly enhance communications, productivity, and your connection with your group.