What have you done with contract workers who don't want to WORK?

[dealiah]

So as we are closing down our building and moving offices (selling everything you might need for YOUR office BTW) we have these guys coming in to help tear down racking and shelving and move desks and file cabinets etc. etc.

One of them I have spent a lot of time explaining how we need things done, and finally he works well, but won't get off his phone. Another got kicked out of his place by his wife, and only shows up sporadically, but when he does, works so great. Newest one works as requested, and is polite and a hard worker, but only available a few days ea week. Ideally I could combine them all, but am stuck with what we've got as no longer have time to spend with new people who are half present when they show up. We want some regular guys so we can do what WE have to do without spending time with them.

What have you found works -- other than the obvious getting new people altogether -- when dealing with contract workers like this?

[Mark77]

Do you pay much? Maybe offer a completion bonus? They're human, after all, and you want to give them some reason to want to get the work done, instead of just spreading it out to milk you for as long as they can.

Contract labour generally would come at a substantial premium to permanent or full-time staff. Maybe you're approaching the problem incorrectly.

[flafson]

In business i need people that i can relay on. If i can't relay on someone then i won't use him anymore, i don't care how good he is when he comes. It's also possible that you're not looking at it the same way they're looking at it. As said before, they are humans and employers tend to think different than employees. I usually go a long way with employees who can expand their mind and see things my way.
If you don't give employees enough working time (assuming you pay by the hour) then they will look elsewhere to fill that gap, you would do the same thing if you were them. If they have family issues then they would focus on that first. Gotta be able to know when to give and when to take. Giving back to employees who actually appreciate it goes a very long way. You would be surprised though at how many don't give a damn about you or anyone else no matter what you do or say.

[dealiah]

Do you pay much? Maybe offer a completion bonus? They're human, after all, and you want to give them some reason to want to get the work done, instead of just spreading it out to milk you for as long as they can.

Contract labour generally would come at a substantial premium to permanent or full-time staff. Maybe you're approaching the problem incorrectly.

We are all human, as you note, hence my not being able to do the job of 6 people with only 2 hands

Agreed, they do come at quite a premium. He pays them a lot (sometimes I think too much) which was the best approach at the time to get that best result.

A completion bonus seems like something we could do again; have done in the past with other jobs.

[dealiah]

In business i need people that i can relay on. If i can't relay on someone then i won't use him anymore, i don't care how good he is when he comes. It's also possible that you're not looking at it the same way they're looking at it. As said before, they are humans and employers tend to think different than employees. I usually go a long way with employees who can expand their mind and see things my way.
If you don't give employees enough working time (assuming you pay by the hour) then they will look elsewhere to fill that gap, you would do the same thing if you were them. If they have family issues then they would focus on that first. Gotta be able to know when to give and when to take. Giving back to employees who actually appreciate it goes a very long way. You would be surprised though at how many don't give a damn about you or anyone else no matter what you do or say.

We actually treat them incredibly well - even those who don't 'give a damm' about us or our requirements - and are very understanding when they "can't" come in. However, there is a limit to that, as you covered in your first paragraph.

There are several ppl who have never been called back again, but after including training times and clarifying expectations, you just can't keep doing that over and over again...

[flafson]

I know exactly what you mean. I have two offices, one i mostly manage myself as it's close to home and the other one which is about 50 minute drive so i have people there. In the far one until recently i had a manager which really knew how to handle people. She had a really good eye for employees and she controlled all the hiring herself. She would hire people and let them work for about 2 weeks and then make a quick decision if to continue or not with them. If they passed that, she would give them up to 3 months to see if we want to continue with them on a regular basis or not. When someone makes mistakes she would write warning letters right away, you would be amazed how employees correct their act when you do that. That place under her worked like a clock without me coming there on a regular basis.
On the other hand, when i did the hiring, i did all the possible mistakes. Some were good employees don't get me wrong but that's because they actually wanted to work. On the other hand i also hired people who stabbed me big time in the back and some that made the office really unpleasant to work at. Thankfully, somehow right now all the bad apples are gone and i only have good ones but it took alot of luck and effort.
If i learned one thing, is that if it smells bad from the get go, it's not likely to work out no matter what you do, people don't change 180 degrees, maybe 30 degrees but no more.

By the way, what do you have for sale? Not that i'm looking for anything specific but you never know.

[dealiah]

flafson, I hear you. We just have to learn and try new ideas as we go forward. You are lucky you now have everything working so well; not only makes a more pleasant environment for all, but you have less to worry about. Ahhh, less to worry about

*

Sale includes, thanks for asking, every thing you could think of you might need for an office or industrial warehouse space. And I mean every thing! This would be the short list currently - and yes, the guys have lots to do:

Steel and Wood and 3-pc set desks; chairs (kitchen and office), carpet protectors; Steel Industrial Rolling Safety Ladder; Air Compressor; a sink w taps; antique Cherry Wood dresser and chest w mirror; filing cabinets; WOOD (doors, trim, tabletops, quarter-round, plywood + pallets); fluorescents, cabinets, racks, tiles, vinyl; golf Umbrellas; Belt Buckles; Toys; Towels; Aprons; Photo Frames; Executive Gifts; Pens; cups and mugs; lights and lamps stands and bulbs; bolo ties; fabric and binding and trim; gift boxes and poly bags; rolling wheels for assorted (small) items; cases and bags and briefs and folios…

[GorillaPunch]

i find it hard to motivate ppl on contract.... especially when they know their time will be up soon. +1 for the completion bonus, or some other sort of incentive.

[flafson]

I find it hard to motivate people no matter what. Most people i noticed don't appreciate anything you do for them. The industry standard salary wise for what i do is 10-12 bucks an hour. I usually pay my employees 16-18. Reason is, i believe this way they know i want them to be happy so they give me back in return. It also helps to keep them in for a long time.

Truth is, someone who doesn't click with us from the get go, won't stay for the long term no matter what i pay them.

The good thing i can say right now is that i don't have all the drama anymore, but if i knew how to get them to think outside the box to generate revenue i would. Another way of looking at things is that i don't pay them to think, i pay them to work. So in other words, i get what i pay for.

[dealiah]

Someone suggested to me I take away the cellphone from the younger one when he comes in. I'll try that this weekend; just suggest it would be safer in my desk so he doesn't lose it. Anyone tried this one?