Tanda’s Strategy For Creating 100% Attendance From Your Casual Workforce
Tanda is a Brisbane-based technology company that provides a fully-integrated online rostering solution complete with employee on-boarding, time clock attendance, leave management and payroll integration.
Since Tanda and Sidekicker’s values align so closely when it comes to people, we asked the Tanda team to share with you some tips for creating a 100% attendance with temps and casual staff.
Here’s what they have to say!
Creating 100% Attendance From Your Casual Workforce
The magic sauce in putting together an unbeatable team of casual staff is finding perfect alignment of the interests of the employer and the employee.
This statement makes a lot of sense in professional roles.
For example, a junior Accountant wants to grow their skills, which is great because the accounting firm partners are eager to transfer skills to create succession.
But what about those employees who are only interested in their work as a means to a greater end, such as to put themselves through study or to bridge the gap between other positions?
Engaging these employees can be difficult, even for the largest companies, but there are strategies that can be used to retain these staff members.
The key with this group is in promoting the flexibility of the role in question and tailoring it such that it aligns with the personal goals of the casual employee.
If an employer is able to perfectly match the end points of their requirements to the requirements of the staff member, it follows that a major cause of staff churn is instantly eliminated.
Create Alignment of Interests
Let’s look at an example.
The employer requires someone to turn up for every shift. This is not negotiable.
The employee respects that requirement but has non-negotiable events in their personal life that pertain directly to their goals unrelated to the role in question.
Instead of taking the view that the roster is set in stone, the employer allows staff members to manage shift swaps and control availability live on an app so as to ensure that a suitably qualified replacement fills each shift. Where a replacement employee is unavailable, the employer has the option to leverage the contingent workforce.
The result for the employee is that they can continue to view their casual employment as part of, and aligned with, their personal goals, and the employer creates greater shift attendance while striking out one of their major causes of staff churn.
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