3 Reasons to Conduct 1-on-1’s with Contract and Temporary Workers

one-on-one meetingThe biggest and possibly most costly myth surrounding the management of contractors and temporary workers is that client companies should not engage in one-on-one coaching with these people.

This is wrong.

If you are a manager, your first job is to ensure that everyone on your team is fully engaged and working effectively toward the pursuit of your company’s objectives.  Excluding some workers from coaching will reduce overall performance and may introduce the belief that there is a hierarchy of worthiness among workers.

Here are my top 3 reasons for conducting one-on-ones with temporary workers:

1) Relationships improve performance.  What better way to build understanding and alignment than by giving individual attention.

2) A manager’s most important job is to lead people toward greater results than they could achieve without you.  I don’t know how you can bring value to your team without talking to them.

3) By meeting with every member of your team you are sending the message that all workers matter, regardless of employment status.  This sets the tone for respect – something that temporary workers truly appreciate and should be able to expect on the job site.

One proviso:  Make sure there is clarity around which conversations the staffing agency takes care of (pay, assignment status, benefits) and which the client company is directly responsible for (site-specific performance coaching, on-site safety, department objectives and measurements).  This should remove co-employment concerns when coaching temporary workers.

I recommend two podcasts on this topic.  They can be found on the Manager Tools web site.  If you haven’t sampled Mark Horstman and Mike Auzenne before now, you are in for a treat.  Enjoy part 1 here.  The link to part 2 is on the same page.


2 Replies to “3 Reasons to Conduct 1-on-1’s with Contract and Temporary Workers”

  1. Great post! I counsel businesses at the Georgia Tech Procurement Assistance Center and many question their employee versus 1099 independent contractor relationships. I turn them toward the IRS’ website which distinguishes between the two – the primary issue is to what extent can you control an independent contractor. Well, although you should not control a 1099 worker, you still have to articulate your scope of work, expectations, etc.

    Clovia Hamilton, President
    Lemongrass Consulting, Inc.


    1. Thank you for sharing your experience, Clovia. I appreciate the way you send your clients to the IRS’ website and then add your counsel to that knowledge. Many organizations don’t realize that there is a logical way to approach the situation and they miss a golden opportunity to maximize performance – and create a better experience for the contractors.

      Kind regards,


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