If you’re adding talent to your team, let us help. Get connected with us here.
When temporary employees quit mid-assignment, businesses face derailed projects, stalled progress, and repeated onboarding cycles—leading to higher costs and lost momentum. While some turnover is unavoidable, contract workers often leave because they feel disengaged, unsupported or undervalued.
To improve retention, companies must take a more intentional approach to onboarding, communication, workplace inclusion and incentives. Below, we break down key strategies that help do just that.
Strengthen Onboarding & Training
Most contract worker turnover happens within the first 90 days—often before they’ve had a chance to fully ramp up. A structured onboarding process that sets clear expectations and provides early wins can dramatically improve retention. Instead of overwhelming contractors with information all at once, start with small, manageable tasks that allow them to build confidence gradually.
Training resources should be easily accessible from day one. Contractors should know where to find answers before they begin working independently. Managers can also improve engagement by scheduling regular check-ins throughout the onboarding period. A structured 30-60-90-day plan gives workers the opportunity to ask questions, receive feedback, and feel supported as they settle into their role.
Post-training surveys can help uncover knowledge gaps, not just about job duties, but also about policies, benefits and workplace expectations. Addressing these gaps early can prevent frustration and disengagement down the road.
Prioritize Clear & Consistent Communication
Contract workers don’t always have the same visibility as permanent employees, which makes frequent communication critical for engagement. Without clear expectations and consistent check-ins, contractors may feel disconnected from the team and uncertain about their performance.
One way to prevent this is by setting up regular one-on-one meetings with managers. Even a brief 10-minute check-in each week can build trust and alignment, especially for remote workers.
Recognition plays a big role in contractor engagement as well. Small gestures—like a “Contractor of the Month” spotlight in an internal newsletter or a performance-based incentive—can make temporary employees feel valued and more invested in their work.
Foster a More Inclusive Work Environment
Temporary employees often feel like outsiders, which can lead to disengagement. If contractors sense a “them vs. us” divide, they may be less inclined to stay through the end of their assignment. To prevent this, companies should create an environment where contract workers feel included in team culture.
Inclusion can be inviting them to a relevant team meeting or ensuring they have a mentor or point of contact. A dedicated mentor can be especially helpful in making the onboarding process smoother and providing ongoing support. It helps them feel like part of the team.
Everyday interactions matter. Employees should be encouraged to engage with contract workers in the same way they would with permanent colleagues. When contractors feel acknowledged and included in the workplace, they are more likely to stay engaged and complete their assignments.
Offer Competitive Pay & Meaningful Incentives
While increasing hourly wages isn’t always an option, there are other ways to incentivize contract workers to stay through the end of their assignment. A completion bonus, for example, provides a financial incentive for workers to finish their contract. Referral bonuses can also be effective, as they encourage contractors to stay engaged while helping businesses build a stronger talent pipeline.
Beyond monetary incentives, companies can offer non-traditional perks to keep contract workers engaged. Sending a welcome package with company-branded swag, extending access to on-site amenities like a gym or café, or even providing opportunities for professional development can strengthen a contractor’s connection to the organization.
With today’s competitive job market, retaining contract workers is more challenging than ever, but also more critical. Businesses that invest in engagement, communication and workplace inclusion will see higher retention, stronger performance and fewer project disruptions.
Looking for quality temporary employees? Let’s get connected!
