4 Strategies to Support Remote Workers’ Health & Wellness
As more governments and organizations across the United States discover the benefits of temporary staff augmentation and dedicated contingent labor, it’s becoming increasingly important to find specific ways to support contingent labor’s physical and emotional well-being, especially when they work remotely.
A recent article from Staffing Industry Analysts (SIA) outlines key ways employers can support contingent labor, some of whom may be remote. Knowledge Services is a leading Managed Services Provider (MSP) for Staff Augmentation and we regularly work with State and Local governments across the United States to recruit and retain energized, driven contingent resources, many of whom serve remotely.
Explore the four strategies outlined below to ensure your organization’s contingent labor is motivated and goal-focused throughout every engagement.
1. Stay connected to remote resources.
As more governments and organizations move toward remote work, finding ways to remain connected with remote contingent labor is critical today and in the years to come. SIA recommends weekly touchpoints to show ongoing investment in the resource. Knowledge Services is in regular contact with the resources we place, ensuring they’re onboarded and fully understand what’s expected of them. These regular meetings also enable employers to find a baseline of behavior and understand when contingent labor may feel unmotivated or overwhelmed.
Be sure contingent labor is invited to meetings and is able to contribute meaningfully to those meetings. Even if contingent labor is working remotely, being a valued member of business meetings and company celebrations is valuable.
2. Offer remote contingent resources fresh perks.
One key strategy to retain contingent labor is by offering them a suite of perks and amenities beyond their standard benefits package. Think outside the box to find perks that truly promote contingent labor health and happiness, like discounts to local gyms, movie theaters, and restaurants.
A tried-and-true method of rewarding contingent labor is through free meals. When your organization is celebrating a major milestone or even just looking for fresh ways to bond, consider hosting a free lunch for the entire team. If your team includes remote contingent workers, send them a gift certificate for lunch or even schedule delivery to their home if possible.
3. Find opportunities to upskill your remote resources.
One of the greatest benefits an employer can give contingent labor is the opportunity to grow their skills. Finding ways to upskill contingent labor can be mutually beneficial: the resource learns new skills and stays motivated, and the employer can consider converting the contingent resource into full-time talent.
4. Above all, be flexible.
As contingent labor becomes more common, including the hiring of remote resources, flexibility may be one of the key traits contingent labor resources are searching for. Be sure your organization has policies in place to facilitate flexibility, like flex time scheduling (working extra one day enables a resource to leave early on another day) and occasional remote work options. By offering reasonable flexibility, you can empower contingent resources to balance their work duties and life easily, ensuring they remain motivated and engaged for every assignment.