What are the best practices for giving feedback to temporary workers?

Feedback is essential for any employee, but especially for temporary workers who may have less opportunities to communicate with their managers and clients. Giving feedback to temporary workers can help them improve their performance, feel valued, and stay motivated. However, feedback also needs to be delivered in a respectful, timely, and constructive way. Here are some best practices for giving feedback to temporary workers in staffing services.

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1 Know your goals

Before you give feedback, you should have a clear idea of what you want to achieve. Do you want to praise a temporary worker for a job well done, correct a mistake, or suggest a new way of doing something? Do you want to align their expectations with the client's needs, or help them develop new skills? Having a specific and realistic goal will help you focus your feedback and make it more relevant and effective.

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2 Choose the right time and place

Feedback should be given as soon as possible after the event or behavior that triggered it, but not in a way that interrupts the temporary worker's workflow or embarrasses them in front of others. Choose a time and place that is convenient, private, and comfortable for both of you. Avoid giving feedback when you or the temporary worker are stressed, angry, or distracted. If you need to give feedback remotely, use a phone call or video chat rather than an email or text message.

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3 Be positive and balanced

Feedback should not be only negative or only positive. Instead, it should be balanced and include both praise and constructive criticism. Start with something positive, such as what the temporary worker did well, what you appreciated, or what impressed you. Then, move on to the areas that need improvement, such as what they could do differently, what they should avoid, or what they should learn. End with another positive comment, such as what you hope for their future, what you trust them to do, or what you look forward to working with them again.

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4 Be specific and actionable

Feedback should not be vague, general, or personal. Instead, it should be specific, factual, and focused on the behavior or outcome, not the person. Use examples, data, or observations to illustrate your points and avoid assumptions, judgments, or opinions. Feedback should also be actionable, meaning that it should provide clear and concrete suggestions on how the temporary worker can improve, what steps they can take, or what resources they can use. Avoid giving feedback that is too broad, too complex, or too unrealistic.

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Dan Coombs

Technology Talent Acquisition Leader, Citadel Grad, Husband & Father
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Over the past 26 years in the IT Staffing space, I have become keenly aware of the importance of feedback to/from your contingent workforce. Silence breeds ambiguity and uncertainty, often leading to poor employee engagement and unforeseen attrition. It is critically important that you establish a consistent monthly cadence with your hiring managers/employees, to gauge work performance, overall satisfaction, what is going well, areas for improvement, etc., and that information is shared bi-laterally. This two-way communication will help you proactively resolve issues, increase employee/client engagement, and play a significant role in your ability ensure a successful placement.

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5 Listen and encourage dialogue

Feedback should not be a one-way communication, but a two-way conversation. Listen to what the temporary worker has to say, how they feel, and what they think. Ask open-ended questions, such as how they perceive their performance, what challenges they face, or what support they need. Encourage them to share their feedback, ideas, or concerns with you as well. Acknowledge their perspective, validate their emotions, and show empathy and respect. Feedback should be a collaborative process that builds trust and rapport.

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6 Follow up and monitor progress

Feedback should not be a one-time event, but a continuous process. Follow up with the temporary worker after giving feedback, and check in regularly on their progress, achievements, or difficulties. Provide ongoing support, guidance, or coaching as needed. Recognize and celebrate their improvements, and address any issues or setbacks promptly. Feedback should be a tool that helps the temporary worker grow, learn, and succeed in their role.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best practices for giving feedback to temporary workers?

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1 Know your goals

2 Choose the right time and place

3 Be positive and balanced

4 Be specific and actionable

5 Listen and encourage dialogue

6 Follow up and monitor progress

7 Here’s what else to consider

Staffing Services

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What are the best practices for giving feedback to temporary workers?

1

2

3

4

5

6

7

1 Know your goals

2 Choose the right time and place

3 Be positive and balanced

4 Be specific and actionable

5 Listen and encourage dialogue

6 Follow up and monitor progress

7 Here’s what else to consider

Staffing Services

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