Introduce new part-timers to your full-time staff. This builds
a foundation for the part-time employee. Give the part-timer a tour
of your facility and explain what the company does and what its
Provide benefits. Make your part-time employees eligible for
the same benefits full-timers receive, such as insurance, vacation
and tuition reimbursement. Most companies prorate their benefits
based on hours worked-usually a minimum of 20-so what
part-timers receive is comparable to what is given to
Train them. Everyone needs to be adequately trained to do their
job, no matter how many hours they work. Provide ongoing training
to enhance and expand their skills beyond basic job knowledge.
Create an inclusive environment. Create an environment that
makes part-timers feel they're worthwhile and productive. If
you give gifts at holidays or recognize birthdays for full-timers,
do so for part-timers as well. Invite part-timers to participate in
company social events.
Develop career paths. Although many part-timers choose to work
on a temporary basis because it suits their needs, a significant
number of them are looking for advancement opportunities. Take the
time to find out what their skills and goals are, and, if possible,
develop a plan for growth within your company that will let them
use their skills and meet their goals.
The fall in new company starts does not necessarily mean that the American economy is less dynamic than it used to be, or that Americans are opening up new establishments at a lower rate than they did in the late 1970s.