Hiring temporary workers can be a great solution for many companies' business needs. Often, they’re hired short-term to assist during seasonal busy periods or increased production seasons. Other reasons could be to bulk up a team while working on a specific short-term project, to fill in while an employee is on maternity or sick leave, or if a company just needs someone who specializes in a certain area for a few months.  

Overall, hiring short-term employees is a great option for companies that are not ready to commit to a brand-new full-time employee. Here are a few things to keep in mind if you’re thinking about hiring temporary workers: 

From Baby Boomers (1946-1964) to Gen Zs (1995-2012), for the first time ever there are five generations of workers in the workplace. Workers from across generations can contribute a wide range of skills and knowledge to the office. The older generations have spent much of their work lives in a completely different work environment than today’s technologically-firstworld. They can still recall the jumps in technical expectations as standard office norms transitioned from internet proficiency to mobile competence, and now to a whole new set of remote tools and challenges. So, what can we expect next in terms of learning and development?  

Quiet quitting became a buzzphrase recently after several videos regarding the topic went viral on social media. The term refers to the situation in which employees silently rebel against employers by doing the bare minimum at work. 

Several factors sparked the quiet quitting trend, not the least of which are work-related stressors such as low pay, burnout, lack of opportunities for advancement, and poor working conditions. Rather than speaking their opinions, the trend shows employees silently rebel by no longer going the extra mile and only doing what their job description required – just enough to avoid getting fired.  

Employers have reacted with another silent form of retaliation towards this behavior: Quiet firing.

My unconventional definition of the role of the chief executive officer (CEO) in the 21^st Century is not based on any scientific theories. It is not derived from an economic principle. It is rather an empirical statement based on my forty years of observation.

You know how to promote your company’s products, but in a tight labor market, you might want to pay similar attention to how promoting your job postings. A candidate's journey can look much like a client journey, moving from awareness, to consideration, to loyalty as a happy and engaged employee. To achieve the end goal of hiring happy and engaged employees, each step of that journey deserves consideration. 

It happens more often than we'd like. You've created the schedule, divided team projects/tasks, and then without notice, you suddenly find yourself with one or more employees less than planned. This is referred to as a no-call/no-show, an employee who's failed to appear for work as scheduled and didn't notify their employer. 

It is a manager's responsibility to have conversations with their employees regarding compensation in order to set pay expectations, communicate pay changes, and respond to employees' questions about pay. 

Starting a new job can be stressful, especially when new hires don’t know what to expect. A comprehensive new hire packet will help ease the first-day jitters by clarifying those expectations and providing employees with all the information they need on day one. 

Your new hire packet should provide new employees with all the forms they need to complete for hiring and payroll purposes. It streamlines the onboarding process so employees get started as quickly and painlessly as possible. You can give employees their new hire packets physically or electronically, depending on how your company keeps track of paperwork.

Giving your employees the opportunity to log overtime hours enables you to meet the demands of busy periods and staff shortages without having to bring on extra staff. Your employees earn more, and you, as an employer, reap the benefits of higher workforce efficiency.

According to CBS, “There’s a new term for clocking in and doing the bare minimum at work: ‘quiet quitting.’” The term refers to a type of disengaged employee practice in which employees stop going above and beyond and do as little as possible – just enough to maintain their job. Quiet quitting is, at a basic level, a silent rebellion against work conditions.