Just-in-time has become an integral part of organizations, giving HRs and business owners the ability to examine several shades of grey in the spectrum of how work is done in modern organizations. Despite the high learning curve associated with managing a just-in-time workforce, this staffing strategy is immensely effective, especially for start-ups. The cost-savings, efficiency, flexible working hours, and leanness offset the minimal changes that need to be made.
But how do managers and HRs ensure the best output through JIT Staffing? The added workload of managing a remote workforce, maintaining team dynamics and proper communication channels remain challenging. However, there are a few strategies that HR managers can implement to address the specific requirements of Just-In-Time Staffing.
Here are the top 3 that our experienced recruiters at Saransh consider a must:
Ensure that JIT staffed employees are properly trained:
The JIT journey includes the development of the right organizational culture and capable team. Hence, companies cannot just expect employees to be productive without providing proper training to them.
Assist in making certain that employees are aware of what needs to be done, when to do it, and how to do it, including problem-solving abilities. As a result of training, standard work, and an escalation process, this is largely possible.
Creating comprehensive training materials to match the needs of the company’s just-in-time workers, including small, effective, personalized courses built with course authoring tools will provide trainees with adequate skills and absorb them in the company working seamlessly.
Encourage employees to involve
Engagement is a managerial responsibility, whether someone works full-time or simply once a week. However, due to particular circumstances, just-in-time employees might be more challenging to engage. Since they know their job is temporary and short-term, some workers are focused on obtaining their next assignment or concerned about second jobs to go to after their work is done.
Job roles should be engaging and compelling, since one can’t get the best out of a worker until they give their full attention. Ensure that their opinions are considered when making decisions. Help employees understand the project’s objectives and their position within it.
Integrating their presence
Getting temporary workers to work alongside your permanent employees might be tricky. One difficulty is that employees may feel excluded from important discussions or vital communication because of different job statuses. To lessen feelings of exclusion, give just-in-time employees a warm welcome. Small gestures may make a great impact. Gestures such as dropping a card on their desk or asking them to a team lunch. It is essential to go through all of the tools and platforms they’ll need to engage with the rest of the team.
In order to build a talent pipeline, companies do not always need to choose between creating new positions and negotiating one-time agreements with freelancers. Organizations simply can benefit from the flexibility and value of just-in-time staffing.
If you feel your organization can make use of JIT staffing to achieve your goals, connect with our experienced recruitment team, to avail our staffing services, at info@saranshinc.com