Part-time employees can be highly beneficial for small and medium businesses if managed correctly. Part-time employees require a different working set-up than your full-time employees, and you must remember that the part-timers are usually evaluated by different metrics of time, targets and policies. They are a great resource for flexible work scheduling, offloading extra work and also fill up space for lack of manpower.
It all starts with proper recruitment. The best employability of part-time employees is for specialized jobs, which is also required since the working hours are less and a lot of work may require completion.
Although, it is highly advised that you provide your part-time employees with similar benefits and policies attributed to the full-time works since it is known to boost performance and ownership in work. Let us have a look at the few basic factors required to be kept in mind while creating a working structure for part-time employees.
Creating a Separate Organizational Structure:
Yes, treat your part-time employees as your full-time ones but remember you need a different structure. This will include a separate structure for:
- Payments and incentives
- Evaluation of work/performance
- Professional targets
- Schedules and availability
- Holidays and breaks
You will need to create these policies in line with your full-time employee structure or you might end up making the part-timers feel demotivated and with a sense of distrust in the employment.
Your part-time employees will be available for shorter work hours unlike the full-timers so make sure you are able to extract niche works in short times. Analyse their strengths and work-scheduling capabilities and assign responsibilities in accordance. If you want to hire part-timers for off-hours requirements, then make sure their availability is taken into consideration and assign work accordingly.
Training and provision of workspace:
Your part-time employees will require training to get used to your company requirements, policies and working guidelines. If they are being assigned to specialized clients and full-time management of particular projects, you need to make sure that they are briefed appropriately and adequately, and there is no space for miscommunication. Always try to assign them a separate workplace as well. This is known to create a sense of entitlement and also motivate them enough to get you good work.
Skill developments and professional growth:
Your part-time employee can be a valuable asset to your organization and even produce more work that your full-time ones. Keep them motivated with policies of performance incentives and professional growth within the organization.
Keep in mind, though, the different metrics for measuring their performance and skillsets. Always encourage them to adopt and hone new skills and aim for professional development. You never know, your part-timer may go on to become a full-time asset for your organization.
Finally, remember to keep your communication clear and open between yourself and your part-time employees. Your part-time employees, just like you, will be guided by different expectations and requirements. Keep your ear open for anything they might be saying and try to accommodate their needs whenever you can. Your part-time employees are capable of rewarding you with passion, performance and professional loyalties.