As we’ve discussed before in this blog, company culture is more important than ever. It’s important to the employees who work for organizations, and it’s important to those organizations who want to have happy employees.
Team-building activities are certainly part of an organization’s company culture.
These activities can take many forms. They can be simple or elaborate. They can require a substantial investment of time and money, or they can be quick and easy. However, the overriding goal is the same across the board:
To help create a culture in which employees feel included, supported, and able to rely upon one another.
The workforce for many companies consists of both full-time workers and temporary workers who have been hired for a designated project or period of time. With all of this in mind, below are two important questions:
- What kind of team-building activities does your company offer to employees?
- Do all of your employees participate in these activities?
Obviously, if your company doesn’t offer any team-building activities in the first place, then the second question is a moot point. Not offering such activities, though, is a mistake, as is not including temporary workers in those activities.
It just so happens that we have the reasons that these are mistakes:
Team-building activities lead to greater levels of morale. Employees feel better about both their work and also where they work. They’re more engaged in the workplace, which leads to more productivity, and by extension, more profitability.
Trust between employees is a crucial factor for a better company culture. Trust leads to more collaboration, which can result in better problem-solving. In contrast, nothing ever good comes from a situation in which people do not trust one another.
Better morale, trust, and greater levels of collaboration . . . they all speak to performance. Specifically, they speak to improved performance. And not just performance at the individual level, either. We’re talking about on a collective basis, which is one of the best ways to spur organizational growth.
Employees who are more engaged not only produce better results, but they’re also less likely to leave in search of more fulfilling employment. The cost of turnover within a company can be high. The less turnover, the better.
#5—Future hiring (including temp-to-direct)
You never know: a temporary employee might just turn into a direct hire employee. This can especially be the case if they’re included in all team-building activities. They feel more engaged, more like a member of the team, and more like a valued contributor to the organization. That could result in a performance that merits bringing them onboard for a long-term basis.
The bottom line: don’t treat temporary employees like they’re temporary. They are NOT second-class citizens.
Treat them as you would all of your employees, and make sure that how you treat all of your employees is good for them and the organization.
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