Your company has been growing more and more and you’re both glad and slightly overwhelmed. New requirements are popping up in every corner, but no one’s in a position to tackle them. Your team already has their own assignments to figure out. You wanted an environment that’s healthily productive, so you partnered with what you think is the right staffing and outsourcing firm.
Now you see your new leased employees as part of your team, and you want them to feel that they belong. How do you do it? Here are some insights on how to manage, motivate, and integrate them into your team.
Managing Your People Right
Now that you’ve acquired your new talents, remember that managing them is a co-partnership with your chosen professional employer organization (PEO). Your role in this collaboration is to guide your team in growing your business. This includes determining the responsibilities your new talent will shoulder. Make sure that your talents are comfortable and that their contracts and benefits are clear to both of you for a fruitful work experience together.
1. Be mindful of time zones and agree on a work schedule.
Your employee might be working in a different country, in a different time zone. Consider this when organizing meetings and training courses, so that they can be as involved as your other employees.¹ This ensures that they can participate in discussions and not be half-asleep during the meeting.
Be aware of their available times and when they rest, so that you can set your expectations when it comes to how fast they can respond to your concerns.
Observe their work patterns and how much time it takes for them to accomplish the things you’ve assigned. See if they can keep up despite the difference in your schedules. Make adjustments to their deadlines based on their time zone, if necessary.
2. Brief them about your industry regulations.
Your employee from another location may not be fully aware of how things work in your business area. Be mindful that they understand your regulations clearly, both local and federal, to avoid any conflicts. The regulations set by the government will keep your business data safe and your processes healthy.
More on Staffing: Staff Leasing: Compliance and Legal Considerations
3. Include them in the cover of your cybersecurity team.
Providing your staff with online tools is efficient. It can help them work with you at the right pace. It can also keep your business more secure as you and your cyber team are more familiar with how things are accessed across your network and how files are shared.
Make sure that they are using company emails and accounts. Provide secure devices if possible and within your budget.
It’s also best to have company-wide security training, especially if your employees are from various geographic locations. This can also help you identify if online access is unavailable in their countries and if you have to make any adjustments to your virtual setup.
Motivating Leased Employees to Excel
No matter how short or long an employee will be working with you, it is always best to hope that they will be a part of your company’s future. This can help you avoid worrying about the reasons they might want to discontinue their employment. Focus on how you can nurture in them a genuine sense of care for your shared work.
1. Help them understand the future you are pursuing for the company.
As your business expands, make your staff know that they are part of, and responsible for, that growth. Show them what you value in them and how these skills or behaviors contribute to the growth of the company.
Ask them about their plans for working with you and what they see themselves doing in the long run. Be open to discussing possible opportunities with them and their PEO, if you think that there are roles that they can better fill when the right time comes.
2. Organize training courses with your PEO when necessary.
When you’ve identified talents in your team that are great to work with, and whose values you appreciate the most, consider training them. Having them trained regularly according to what your company needs makes them more suitable to your industry and helps them adapt better.
Remember to discuss any training with the staffing firm and be clear if any adjustments can be made to their job descriptions or not.
3. Keep track of their progress.
Their progress shouldn’t be tracked by you alone, but by themselves as well. Ask your employees how they are and what they think they’ve gained from working with you. This may include new information and skills, how much they get along with colleagues and other departments, and what they think can still be improved in how you work together.
Think about it this way: an individual’s progress contributes to that of the business. The way you plant them in a role and how they flourish in it can affect the sturdiness you’ve been caring for.
Integrating Sourced Staff into Your Team
Your leased members are also part of the team that you trust. Give them the opportunity to grow with you by including them in your work culture. Treat them like any other employee you’re leading with kindness, so that they can feel more at ease in their new role.
1. Help them understand your company’s culture.
This goes beyond how your group exhibits what is fun and engaging. Share your values in compassion and mentorship. Make them aware of how issues are addressed and resolved together, so that they can be more comfortable in being their true, talented selves with you.
2. Encourage partnerships between leased and internal employees.
Having a support system among your members builds trust, enhances adaptability, and encourages teamwork. If possible, try assigning tasks that can be accomplished by two or more people. See how they support each other, and if anyone volunteers to help someone else.
You may also schedule co-mentorship sessions where they can learn from each other. This can help enhance creative problem-solving in people and help them approach tasks collaboratively.
3. Safeguard them from any discrimination through staff education.
Protecting each of your staff members is part of your responsibility as a leader and employer. You can do this implementing regular DEI activities in your workplace, especially when your new employees are from other cultures. This helps your local team understand what is beyond their own upbringing.
You can also encourage respect by letting offshore individuals lead certain tasks or activities that they can comfortably manage. Ask your regular employees to assist as much as they can.
Organize training sessions about rights and the laws that can protect them, such as the Title VII of the Civil Rights act of 1964, which addresses discrimination in areas of Race, Color, Religion, Sex, and more.²
Care for Your Leased Staff as They Cultivate Your Business
Your business will thrive under your leadership as you direct your team in the right direction. And by communicating your needs to your PEO partner, your leased employees can help you grow your business more smoothly.
FILL YOUR VACANCIES WITH THE BEST CANDIDATES
Raso360 will take care of your hiring needs and help you manage your new employees from our highly skilled talent network. We’ll get you connected with candidates in technology, creatives, and finance through our services in Staff Leasing, Staff Augmentation, and Recruitment Process Outsourcing.
Feel free to Talk to us!
References
1 Indeed Editorial Team. “How To Manage Outsource Employees (Plus Benefits and Tips)”. https://www.indeed.com/career-advice/finding-a-job/how-to-manage-outsource-employees . Updated June 25, 2022. Accessed last March 15, 2022.
2 “6 Critical “Compliance” issues for Staffing Companies”. https://bridgeware.net/6-critical-compliance-issues-for-staffing-companies-an-overview/ . Accessed last March 16, 2023.
