Did you know that part-time employees are probably some of the least engaged folks on your staff? 29% of part-timers reported being disengaged, compared to only 24% of full-timers, according to a survey conducted by Dale Carnegie Training of 1500 employees. While that may not sound so significant, it suggests that being part-time is a risk factor for feeling less than part of the team — and less interested in fulfilling the team’s mission. Here’s how to make sure your employee engagement strategy makes every member of your staff feels 100 percent engaged — even if they’re only on the job 50 percent of the time.
Include Everyone in Functions and Meetings
This one is so simple, but many managers need to remind themselves of it. If you want someone to feel included, include them! “This sends the message their skills are valuable and you don’t want to lose them,” says executive coach Elizabeth Lions.
Ask for Their Input
According to Dale Carnegie Training research, 61% of employees that say they get to provide enough input at work are engaged. The problem? Because part-time employees aren’t around as much, you might be forgetting to check in with them. Ask all employees how things are going, and you’ll be rewarded not only with valuable answers, but increased engagement.
Consider Job-Sharing Programs
Do you have two high-potential staffers who choose to be part-time? Consider promoting them together! “Nothing speaks more powerfully about a firms’ commitment to work life balance than to have job sharing with two working moms/dads within the C-suite,” says Bob Kelleher, President and Founder of The Employee Engagement Group
Provide Orientation to all New Employees
Sometimes, hourly employees aren’t given as much of a formal welcome as full-time employees. The problem here is that, according to Dale Carnegie research, new employees are some of the most vulnerable to disagreement. That means new, part-time employees are especially at risk for falling through the cracks. Yes, investing in orientation programs for part-time (as well as full-time) employees is expensive. But according to Dale Carnegie Training research, not spending this time and money upfront could cost you more in terms of low engagement and even staff turnover.
Make Your Part-Time Employee Benefits, Benefit Them
Is your benefit plan reserved for full-time staff? If so, is there a way to include part time employee benefits? “You’ll be surprised how many benefit plan providers offer same price benefit plans for part-time employees who work a minimum of 20 hours a week,” says Kelleher. Show people you value their efforts, and they’ll value their jobs.
Click on the image to download a free White Paper on Enhancing Employee Engagement!