Keeping employees engaged and motivated is a key challenge for employers, especially within the temporary market. The turnover of employees is higher within the industry, and the need to create a culture of inclusion is important for workers. Research has shown that a happier workforce is a more productive workforce and as such it is important to ensure they remain high on the list of priorities.
Research undertaken by the REC within the 360 Degree Review highlighted that satisfaction rates had been raised from 69% satisfaction – 84% satisfaction during 2006-2007. This shows the increasing importance of employee satisfaction within the industry and the efforts to create a happier workforce.
The REC states that there are two major motivators for increasing job satisfaction over the last year; namely, an employee’s relationship with their line manager and their rate of pay. Indeed, speaking to Agnieszka, a temporary worker provided by Industrious, she highlighted the support of both her Line Manager and Industrious Account Manager as key reasons she continues to work for the business. “People know that they are not alone and they always can count on her, she contributes to a great working environment. I have to work for others, but want to work for her”
The challenge for employers is balancing the needs of employees with the best commercial interests of the business. One way to overcome this challenge is to work with a consultancy who can offer more than just employees; working with line managers and HR to create an inclusive fully trained workforce.
With the increasing number of migrant workers it is important that all can fully understand health and safety instructions and can work well as a team; without culture clashes. There are numerous stories within the industry of arguments, and even fights, breaking out as simple instructions were misunderstood. Work with an agency that understand these issues and can advise and work with you to overcome them in a simple, informative and effective way.
Key ways you can promote an inclusive culture include; ensuring you understand the level of English your workers have and adapting the management style accordingly. Make sure the induction is straight forward and relevant and there is no room for misunderstanding. Finally make sure your workers have the infrastructure support in place which means their life outside of work is as stress free as possible. One service Industrious have in place to ensure this is “Life Guides”; this document provides workers with a wealth of information around living in the UK including opening bank accounts, reporting problems to landlords and shopping.
