When “Full-Time” Isn’t the Fix: Tips for Handling High Turnover and Other Part-Time Problems
In an effort to avoid the cost of providing mandatory health insurance coverage for full-time workers, franchises are increasingly being pushed to hire part-time employees.
However, in articles like “Bosses Find Part-Time Workers Can Come With Full-Time Headaches,” managers complain that part-time workers are hard to come by, hard to hold on to, and often lack the skills or attitude necessary to be successful in their assigned roles full-time.
These issues aren’t exclusive to franchises, nor are they new — just perhaps a little more prevalent. If you’re a manager or HR professional whose organization depends on part-time workers, there are ways to help retain and develop quality part-time workers. Check out these tips to learn how:
These issues aren’t exclusive to franchises, nor are they new — just perhaps a little more prevalent. If you’re a manager or HR professional whose organization depends on part-time workers, there are ways to help retain and develop quality part-time workers.
Check out these tips to learn how
Offer Benefits Benefits aren’t only limited to health insurance! Perks such as access to gym membership (or other wellness perks), childcare, and tuition reimbursement for continuing education in a related field, are all great ways to sweeten the pot for part-time workers.
Be Flexible Take special care to try to accommodate the scheduling needs and preferences of part-time workers — it can make the difference between keeping or losing them. If possible, consider offering remote work options some days or times of the week. Modern HR software, FingerCheck360, make secure employee time tracking a breeze for employees regardless of their status, schedule, or whereabouts.
Be Inclusive Include part-time employees in all employee activities. This includes meetings, seasonal celebrations, staff retreats, social outings, and volunteer projects. Making employees feel like they’re part of the team is crucial to keeping them engaged and inspiring loyalty.
Recognize Great Work and Great Ideas Employees at all levels often like their contributions go unnoticed and that their feedback doesn’t matter — and it makes them less engaged at work.
Take time to regularly assess and observe part-time employees, and then praise them (publicly if possible). Also, make sure to solicit feedback from part-time employees, and then use it. Consider implementing an incentive program to encourage part-time employees to submit ideas. Reward employees whose ideas led to cost-saving or productivity-boosting changes!
Want to make time in your busy schedule to work on bolstering your part-time employee programs? FingerCheck offers HR, employee time tracking, and payroll solutions designed to help organizations run more efficiently and effectively. Click here to learn more!