The part-time workforce in 2019
Beit through a need for flexibility, or through a scarcity of full-time jobs, many workers in this country (especially millennials/Generation Z) have opted for temporary-contract or part-time positions.
Part-time work is now very much the norm for millennials starting out in the working world. According to Statistics Canada, the rate of full-time employment for those between the ages of 17 and 24 from 2014-16 was 59% for men and 49% for women, down from 76 and 58% respectively for the same age groups in 1976-78.
These young workers are often perceived by employers as flighty, which could give a reason as to why temporary contract offers are so popular. But what can be done to improve the part-time experience, and offer these vital members of staff a work-life engagement that will keep them from moving on, and stop an expensive knowledge-drain in the business?
Many part-time employees are unsure of their employee benefits or do not have proficient knowledge of their legal rights. In many cases, with minimal access to health benefits or sick leave, even something as trivial as a running injury could be damaging to a part-timer’s income.
Part-time workers enjoy the same rights and protections as full-time employees, such as overtime pay and statutory holidays, and there is no law that says that part-time workers aren’t entitled to benefits. Being open and informative with your employees encourages a trusting environment in the workplace. Additionally, businesses that elect these open discussions tend to be on the right side of compliance.
Technology = Flexibility
In large companies operating with a majority 9-5 workforce, employee software has become a necessity over the last 5 years with 91% of corporate employees are using at least one mobile app in 2017 (Insight). This is no different for smaller organisations; with a much more varied workforce and dynamic environment, it should be considered an essential part of the business.
Offering mobile tech to staff allows part-time employees to remotely interact with the workplace, seamlessly handle HR processes, collaborate with coworkers, and allows for a much smoother work/life balance & crossover.
Mobilising the workflows that manage your day-to-day and week-to-week processes are a time and cost-efficient way to make your employee (and your) life easier. Again, this has a huge effect on employee/employer transparency and employee experience.
Planning future prospects
Without a full-time job prospect, your part-time employees could be already looking for other opportunities that will offer them a better career path. Employees will want this full-time prospect for key living requirements like qualifying for loans with banks, for example.
A recent article in the Harvard Business Review entitled “Why Do Employees Stay? A Clear Career Path and Good Pay, for Starters” found that a major factor that increases turnover is allowing workers to stagnate in one position. Workers that stay longer in the same role without a title change are more likely to leave that organization to achieve the next step in their career. For a millennial, part-time worker, this could be as simple as trusting them with a full-time position – proving to them that they are a key member of the business.
Hourly employees are not as easy to engage as your salary staff, so making this extra effort can go a long way! In my next blog, I will be discussing how engagement can have a positive effect on your finances – so keep an eye out 🙂