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4 Tips for Managing and Supporting Your Part-Time Workers

Business woman having her coffee while looking at her laptop

4 Tips for Managing and Supporting Your Part-Time Workers

By Isabella Markert

According to the latest stats from the US Bureau of Labor Statistics, there are approximately 123 million full-time workers and 24 million part-time workers in the United States. Are some of those 24 million part-time workers at your business? 

If so, it might be time to examine whether you’re lumping them in with the full-time employees or if you should change up your management strategy to ensure that both they and you are getting the most value out of their jobs.

Here are four tips for doing just that:

Create a Thoughtful Schedule and Honor Boundaries

When someone works part-time, chances are they are balancing multiple priorities. These could include health challenges, childcare, school, or any other important part of their life. To help your part-time employees give their full attention to their job when they’re working, it’s important to create a schedule that works well for both you and them.

Work with your part-time employees to find a schedule that (1) helps them balance all of their priorities and (2) enables the rest of your team to communicate and collaborate with them effectively. That could be as simple as ensuring that your part-time employees’ schedules overlap with your full-time employees’ schedules for at least an hour a day. That way, your full- and part-time employees can meet together and get on the same page, and your part-time employees can still have a specialized schedule that works for them. 

Once you’ve agreed to a schedule, honor your employees’ boundaries. Let them work when they’re at work and be at home when they’re at home. That will encourage a longer, healthier working relationship for everyone.

Communicate Proactively

Your full-time employees are at work all day, every day, and with meetings, chats, and emails, they always know what’s going on. But since your part-time workers may have unique needs and responsibilities, it’s crucial to provide clear guidance and expectations from the get-go—and then keep the conversation going.

Here are a few ways to ensure that you and your part-time workers are on the same page:

  • Decide together which meetings they are expected to attend and what their job description entails.
  • Invite them to meetings about events or changes in the business.
  • Regularly ask them for their feedback.

When you and your part-time employees practice clear and frequent communication, both you and they will be happier with their jobs. 

Provide Training and Resources

You want your team to be the best of the best, so you don’t want to leave your part-time employees behind. Whether your employees are going to a seminar or signing up for certifications, make sure your part-time employees have access to those resources, too. And it may even be a good idea to hold training specifically for your part-time employees.

It all depends on your business needs and goals, but the bottom line is that part-time employees are part of your team, so be sure to give them the resources they need to do their very best work.

Monitor and Reward Achievements

Part-time employees are collectively known for coming and going quickly, and we all know how costly turnover is—monetarily and otherwise. So, how can you create a work experience that will keep your part-time employees happy?

Start by recognizing their achievements. If a client raves about a project your part-time employee completed, give that employee a shout-out in the next company meeting or send them a gift card. Let them know their accomplishments make a difference in the company.

Another way to help your part-time workers is to give them a vision of what their time at your company could look like long-term.

“You need to make sure that there are ways for part-time employees to move up in the career ladder,” say the experts at Founder’s Guide. “The path may not always be as clear for part-time workers as it is for full-time workers, but it is essential to keep the former on a track of upward development within your business.” That could mean promoting them to manage a small client or giving them more autonomy on a project they know the ins and outs of. Either way, pay attention to what they’re achieving and show them their contributions matter.

Your part-time workers are a treasure trove of talent and dedication, so it’s crucial to make sure your management strategy helps them show that potential. Honor their boundaries, communicate proactively, provide resources for them, and reward their achievements. As you do so, they’ll have a better experience, and your team will benefit even more from their contributions.