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How to make sure your part-timers are invested in your business

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Part-time work benefits both employee and employer, as long as the former is effectively managed and incentivized to provide the best work possible.

A working parent who logs on remotely twice a week might not be particularly thrilled to learn that the company plans to install a ping-pong table and bar on the roof of your corporate headquarters. But there are many things they would appreciate.

If you want to create policies tailored to the unique needs and circumstances of your part-timers to expand your talent pool, retain top talent, and improve your brand reputation, here are four key things to consider. account.

1. Flexibility

While some of your part-timers will be looking for a full-time position, many work part-time by choice because they value flexibility, autonomy, and work-life balance. These benefits are greatly reduced, however, if you require these workers to adhere to the stricter routines of your full-time workers.

Flexibility for part-time workers can look like the freedom to choose hours and days of work and the ability to work remotely. Assigning project work, rather than specific day-to-day tasks, is a good way to allow for this kind of flexibility, as the employee can complete their work as and when it suits them best, and they are not it does not have to be available Monday through Friday. .

You will have certain expectations of your part-timers, and it is important that they have enough face-to-face time. But with effective communication and a willingness to understand, you’ll be able to figure out a schedule that works for you and for them.

2. Transparency

There are many reasons people opt for part-time work, but it’s rarely because they’re not interested in career progression.

Be sure to talk to your part-timers about their long-term goals and ambitions. Are there new skills they want to acquire, different work projects they would like to participate in, or training courses they want to take? When you talk openly to these employees about what they want and show a willingness to invest in their future, they will respond with loyalty and increased productivity.

You also need to be transparent with your part-timers about whether you can offer them future opportunities. Many people take on part-time positions, like maternity cover, to get their foot in the door of a business they love. It’s a good way for them to prove their worth and to be aware of new job openings.

Knowing that some of your part-time employees are hoping to convert to a full-time position, try to manage their expectations and keep them informed. Let them know if you think they might be a good fit for a vacancy — and help them prepare for it — but also be upfront if you think a full-time position won’t work.

3. Remuneration

Part-time workers often sacrifice important benefits such as paid annual leave (PAL), health insurance and bonuses. Because this means they are cheaper to employ, your organization can often compensate them generously. By doing so, you will attract and retain highly skilled part-timers who feel appreciated for the work they do.

If your organization can afford it, consider establishing specific policies and benefits for your part-time employees.

4. Respect

Stereotypes prevail that part-timers are less committed and more fragile than their full-time counterparts. If this has been your experience with part-time workers, think about how your company’s actions may have contributed to this outcome. No employee wants to feel like a second-class citizen, which is why it is vital that all employees are educated and respected, regardless of their professional status.

When a part-time employee first joins the company, make sure they have access to all the resources, technology, and training materials they might need. Make an effort to introduce them to their peers and invite them to key team meetings and social events. When part-timers feel included and connected, they’ll be better equipped to collaborate with their colleagues and drive business value. Finally, don’t limit your part-time workers to the most mundane tasks. They will be much more enthusiastic about a role in which they feel energized and inspired.

Image Credit: Vadym Pastukh/

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