Temporary workers, independent contractors, contingent workers, and freelancers have become a critical segment of every industry sector from manufacturing to pharmaceuticals and aerospace engineering. Temporary workers are filling openings in almost every job classification, including hourly labor, administrative positions, laboratory technicians and scientists, engineering and management. Chances are very good that temporary workers make up a sizeable percentage of your workforce. Like many other organizations, it is likely you depend on short-term and part-time workers for your success. These workers are not movie extras any longer; now they have starring roles. It’s incumbent on your organization to establish an environment and work processes that will result in this part of your workforce contributing fully.

There are several factors related to the success of this important group of workers, chief among them:
 

Establish an excellent relationship with the temporary agency filing your positions so they know and meet the requirements you need in your contingent workforce.
Ensure temporary workers are fully aware of the organization’s business goals and how their work can help accomplish those goals.
Ensure these workers are fully aware of their department’s goals and what they can do to contribute. 
Provide necessary content and process training related to the work they will be performing.
Establish processes that will help this group become fully engaged with the organization and with the people with whom they will be working.


In this workshop we will show you what you can do to ensure that:
 

Your positions are filled with qualified temporary employees that meet your needs.
Temporary workers are quickly integrated into the culture of your organization.
Temporary workers are given the support they need to do great work.
Temporary workers remain engaged and motivated, and leave your organization with you knowing your investment of time and money has paid off.
Temporary workers will, after they leave, actively promote you as a good place to work. 

 

We will guide workshop participants through a process that will set the stage for applying this learning to your organization.

 

Our Unique Approach Ensures Learning and Application

Learning to be Great™ workshops are designed to address some of the most pressing needs of organizations today. The facilitators are senior consultants with experience in a wide range of organizations, from Fortune 500 companies to startups, from social service organizations to manufacturing firms. The goal of each workshop, regardless of specific topic, is singular in nature: to significantly improve the performance of each organization through a demonstrable application of learning by all workshop participants. 

U.S. companies spend in excess of 160 billion dollars annually on training and development programs, with less than 15% of participants applying that learning to their organizations (source: ATD). We want to help you ensure that your organization is not experiencing this kind of waste in your training and development budget. That is why we implement every one of our workshops using the 5As Framework (click here to find a description of that Framework). We not only offer the 5As approach as a workshop to help you improve your training results, we believe in it so strongly that we apply it to every workshop we conduct. So, when you contract with us for a half-day or full-day workshop, you can expect results that will have a positive and lasting impact on your business.

Each workshop is delivered on-site, in either a four-hour block or eight-hour block, designed specifically to meet the needs of your participants. The fixed cost for the half-day workshop is $5000 (plus expenses) and $7500 (plus expenses) for the full-day workshop. Because your satisfaction is very important, if the experience does not meet your expectations, we will work closely with you until your expectations are met. To help ensure we deliver exactly what you need, every one of our workshops includes the following steps:

Conduct a pre-meeting (online, telephone or in-person) to identify your needs and expectations for the workshop and to ensure the workshop content is relevant to real-life challenges you are currently facing.
Assist you in preparing workshop participants for the learning experience.
Deliver a workshop designed to meet your needs, including methods for aligning participants’ learning with organizational priorities and strategies.
Provide guidance to support immediate application of learning.
Recommend a plan for follow-up that will reinforce learning and help managers and learners be accountable for results.
Conduct a follow-up session to help increase the probability that the learning is being implemented.
Follow up with a small sample of workshop participants to measure impact.

Want to learn more about Making Temporary Workers A Part Of Your Team?

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