You’ve just hired a temp. They’re brilliant. They’re not only speeding through their tasks but also helping out in ways you hadn’t anticipated. Everything’s going great, and you’re thinking about extending their contract to keep this momentum going. Then suddenly, they hand in their notice—leaving you scrambling to fill the gap again. Sound familiar?
Why does this happen?
Here’s the thing: professional interims and temps often love the flexibility that comes with their roles. They come in, do the job, and move on to the next opportunity. It’s what they’re used to, and many are happy with that lifestyle. However, there’s more to it.
While temps may enjoy the transient nature of their work, they’re still people. And, just like permanent staff, they want to feel appreciated—even if they don’t openly admit it.
If they feel undervalued or overlooked, they won’t hesitate to jump ship for another contract that promises better working conditions or appreciation.
So how do you prevent this cycle from repeating itself? Let’s explore what you can do to make your temps stick around.
What can you do to retain your temps?
Write in a Longer Notice Period
One way to give yourself a bit more breathing room is to include a longer notice period in your temp contracts. Most temps can leave on a one-week notice, which can leave you in a tight spot if they suddenly decide to go. By negotiating a longer notice period—say, two to four weeks—you give yourself more time to find a replacement or even convince them to stay.
Negotiate a Completion Bonus
Everyone likes a little extra incentive. Offering a completion bonus can make temps more inclined to finish the agreed contract rather than leave early for a new opportunity. It shows that you value their contribution and that sticking around will come with its own reward.
Treat Them Like a Permanent Member of Staff
Temps may not be full-time employees, but treating them as part of the team goes a long way. Invite them to team meetings, involve them in discussions, and make sure they feel as though they’re contributing to the bigger picture. A temp who feels engaged and valued is far more likely to stay than one who feels like an outsider.
What not to do
Don’t Leave Them Out of Team Social Events
It’s tempting to think, “They’re only here temporarily, so no need to include them in team socials.” But nothing makes a temp feel more isolated than being left out of the team curry night or Friday drinks. Even if they’re only with you for a short while, invite them to join in. It makes them feel part of the team, and who knows—it might even make them want to stick around longer!
Don’t Give Them the Broken Chair
It might sound trivial, but giving a temp the broken or uncomfortable chair—or any sub-par equipment—sends a clear message: you’re temporary, so you don’t matter as much. Making sure temps have the same comfortable working conditions as permanent staff is a simple yet effective way to show they’re valued.
Don’t Forget to Include Them in Key Meetings
Leaving temps out of monthly reviews or key meetings can make them feel irrelevant. Even though they’re not permanent, their work is still contributing to your company’s success. Including them in important discussions shows that their input matters and keeps them engaged with the overall goals of the business.
The Bottom Line
Temps may not be with you forever, but that doesn’t mean they shouldn’t feel valued during their time in your company. By fostering a sense of inclusion, offering incentives, and treating temps like essential team members, you’re more likely to retain them and avoid the stress of constantly having to fill gaps.
At the end of the day, temps are professionals who take pride in their work—and a little appreciation goes a long way in keeping them around.
Looking for more advice on how to retain top interim talent? Get in touch with us at We Do Group and let’s ensure your temps become long-term assets!
