Blended workforces operate in many industries and across all geographies.

But the one thing they have in common is that their success or failure often comes down to two key factors:

1. How well non-permanent staff align with the organisation’s culture and values.

2. How well an organisation can embed and facilitate a blended workforce and drive optimum productivity at the same time.

In this blog, we’ll discuss whether a blended workforce is right for your organisation. We’ll also look into successfully implementing a blended workforce strategy and the pitfalls you should consider.

What is a blended workforce model? 

A blended workforce model is where a business utilises a variety of staff to manage their needs, including:

• Full-time employees.
• Freelancers.
• Contractors.
• Part-time workers.
• Temporary staff.

Using a blended model also helps to navigate challenges around small talent pools. This approach also allows businesses to react quickly to industry changes.

You can learn more in our report: The Workforce of the Future: Navigating the skills disruption.

How to build a blended workforce that excels

Essentially, you should treat your non-permanent employees as you would your permanent staff. However, you need to be mindful of exposing the organisation to undue risk as a result of co-employment legislation.

Ensure your non-permanent employees are a good ‘fit’ for your team and the way your organisation operates. Clearly communicate your values to your recruiter and hiring managers to ensure the right candidates are hired.

Some employers make the mistake of diluting their organisation’s values for temporary workers. By doing this, you may weaken your brand and values. This could lower your productivity as well.

It helps if temporary team members share the same values. When they fit into your organisation’s culture, it makes a difference. Your attitude towards your non-permanent employees matters. It helps them integrate successfully into your team. This is true whether they are temps, independent contractors, freelancers, time-based SOWs or service providers.

How to manage a blended workforce

Your permanent workforce needs to understand your long-term workforce strategy. Bring them on board so they understand your vision and the reasons behind it. Welcome non-permanent staff and value the benefits they offer.

Achieve this by:

• Making permanent staff aware of any flexible employment models you have.
• Giving all staff the same flexible working options, from hours clocked to where work is completed. Avoid creating a divide between permanent employees and new non-permanent staff.
• Ensuring that both permanent and non-permanent staff are treated the same across working hours and where they do their job.

Offering flexible work options to permanent staff can help them see a blended workforce in a positive light. This approach supports employee satisfaction and encourages a better work environment.

The permanent and non-permanent parts of your workforce should look and feel similar. They should also provide the same level of productivity. There's only one difference and that is their terms of employment.

What are the benefits of a blended workforce model?

The retail industry is a great example of using successful blended workforces. Profit margins are so tight that organisations must ensure headcount reflects seasonal conditions. A blended workforce allows organisations to:

• Provide rewarding roles and opportunities for workers who cannot or do not want to work full time.
• Improve workforce diversity by utilising people who do not want a permanent role.
• Attract candidates with niche skill sets who seek a less structured working environment.

Some of our clients in the financial services industry have also had great success creating a blended workforce. If you spent a week or two in their organisation, you wouldn't know who is a permanent employee and who isn't.

What are the key differences between permanent and non-permanent staff? 

However, you do need to treat permanent and non-permanent staff differently in certain areas. For example, you should not give your non-permanent employees an annual appraisal.

But, even if you do not directly manage your non-permanent employees, all staff should know their goals. Management should also be able to talk openly about their performance related to those goals.

If you have an MSP, you can work with an agency or service provider to navigate this. They can help you with performance management. This way, you avoid additional co-employment risk.

Why it is important to get the balance right

In today’s global economy, where market conditions can change quickly, a blended workforce offers employers the flexibility they need to remain competitive. Organisations that get the balance right between permanent and non-permanent workers can ensure their blended workforce operates successfully.

They will then have an advantage over organisations with a more regimented approach.

Learn how to choose the right workforce model with Hays

• MSP solutions to help you source, engage and manage contingent workers
• The rise of temporary talent: How to manage your contingent workforce
• How to achieve total talent management

Or get in touch if you have any questions.