To compensate for rising nursing shortages and a retirement surge, healthcare has increased the amount of contingent workers to fill open positions. Upon analysis of national strategic analytics, RightSourcing has seen an increase of 41% in the use of contingent workers in health systems. The increased amount of workers onsite assists health systems in providing superior patient care. However, as contingent labor programs grow, health systems are challenged with integrating and motivating these workers. This suggests a lack of contingent workforce management solutions in place and nimble healthcare hiring strategies.
Contingent Workforce Management Strategies to Better Integrate Contingent Workers
Integration of contingent workers is important to health systems because it encourages these workers to perform at the same high levels as employees working alongside them. Superior performance is critical to providing the very best patient care. Absent contingent workforce management strategies, these non-employee workers could be shuffling along, performing at mediocre rates as they collect paychecks. Consider the following strategies to better integrate contingent workers:
- Proactive on-boarding and training. As contingent labor programs grow, it can be difficult to slow down the process of obtaining contingent workers to ensure they’re on-boarded and trained prior to starting at a healthcare facility. Yet these are critical steps to integrating contingent workers into a health system’s culture. On-boarding and training are critical to ensuring contingent workers are aware of procedures, culture, and standards for patient care. Integration should begin prior to a worker’s first day and continue throughout their tenure at the facility. By providing proactive electronic on-boarding and training, a health system can ensure integration is a top priority that encourages non-employee worker success.
- Define paths towards employment. Inherent to superior contingent workforce management is the ability to motivate contingent workers so they perform at optimal levels. This should include options to convert high performers to full time employees. By developing a career path for contingent workers, health systems can motivate them to learn more, engage more with employees, and provide the very best patient care. As high performers are identified, they can be converted seamlessly to full time employees. This can reduce healthcare hiring costs and provide support for existing employees.
- Develop specialized training and development programs. Often, contingent workers are seeking more training and development to grow within their career. As temporary non-employee workers, they are often unable to take advantage of these trainings and career development opportunities. Yet these training and development programs can strengthen the skills of contingent workers, enhancing patient care while onsite. By offering these trainings to contingent labor, health systems can encourage enhanced integration and motivation.
- Recognition. A little bit of recognition for a job well done goes a long way. Often, what these workers need more than anything is recognition. To motivate non-employee workers, consider including them in employee recognition programs and contests. This small gesture can enhance integration and motivation immediately.
As health systems increase their amount of contingent workers onsite, it’s important to focus on integration of these workers to properly motivate them and enhance performance. For more great ideas, contact RightSourcing, the experts in contingent workforce management for a free workforce analysis.