Part-timers often get the short end of the stick. So how can you inspire this group to perform better? Here are a few helpful suggestions.
• Conduct an orientation. Take the time to spell out their job duties and any job restrictions, (e.g., limits on personal phone calls).
• Establish a chain of command. Frequently, part-timers do not even know who their supervisor is. It is especially beneficial if the supervisor can “mentor” part-timers.
• Mix up the job assignments. Don't overload your part-timers with all the grunt work. Give them a chance to spread their wings with more challenging work.
• Address any resentment issues with full-timers. Make sure they know the reasons why part-timers have been hired. If they are not threatened, it will improve office morale.
• Offer flexible hours. Many part-timers have special circumstances that require some understanding and cooperation. You are more likely to retain them if you can bend a little.
• Provide incentives. Part-timers are generally excluded from bonuses. If you cannot include them in your bonus program, develop other incentives, (e.g., a higher than usual annual increase).
• Best approach: Whenever possible, treat part-timers like regular full-time employees, like inviting them to company functions. This will lead to an improved working environment and greater productivity.
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