Dealing With Employees - The Temp Staff Revolution

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The new agency format is one like ours. We keep it small andsimple and we hire in expertise on a project by project basis in an industry or area we feel we need tobolster up on. It makes our lives easier, and it allows our clientele to getexactly what they need and want. The task – sometimes hard – can be to manageall of the temporary employees that fall under your hat. There are times whenyou work with a team you are familiar with and that you love and trust – otherwiseyou wouldn’t have hired them in the first place. But then there are times whenyou hire someone because they have something that you need – something that youcan’t produce your event without. Whether it is as simple as man power and anextra set of hands or elevated expertise in a very specific area – non-profitfundraising for example. So how do you manage those new and fragilerelationships?

• Knowthe person and get references. You can go to an event staffing company forsimple man power needs – although make sure you communicate exactly what thatperson will be doing so that you get someone qualified. If you are looking forspecific expertise, you will want to ask around in your network, if you don’talready have someone. Make sure you get references and have an interview. Timeis always short. Work always has a deadline. Believe me know I know. I don’tthink I have ever done an event where timing isn’t an issue. But time spent oninterviews before the project will save time during the project.
• Clearand Concise Job Descriptions. Communicate exactly what job you need fulfilled.It sounds simple, but so many times discontent during a project comes frompeople feeling they are in over their heads, or doing things that were notcommunicated to them at the beginning.
• Makesure they understand who they are working for. They will be a representation ofyour company and will need to make sure everything they say and do works foryou. They are technically under the umbrella of your company so make sure theyunderstand who you are and how they should talk to your client – if that iswhat they will be doing. 
•  BadSeed? Find out what is going wrong. Is it fixable? Sometimes it is aconversation and sometimes it’s a personality clash. When it comes to your smallbusiness, you can’t afford to hide and hope that their attitude blows over. Youare only as good as your last client. It’s easier to let an employee go that doesn’t fit than to see yourclient walk away. 

What are your tips for managing your temp staff?