Employee appreciation is a cornerstone of workplace success, and for organizations with large contingent workforces, it’s even more critical. When temporary, contract, and gig workers feel valued, they are more engaged, productive, and loyal—benefits that translate into stronger business outcomes. At Panther Workforce Solutions (PWS), we understand that appreciating contingent workers goes beyond simple recognition—it requires a strategic approach that fosters inclusion, motivation, and long-term workforce stability.
Why Employee Appreciation Matters for Contingent Workers
1. Increases Engagement and Productivity
Contingent workers who feel recognized are more likely to be invested in their work, leading to higher efficiency and better-quality output. A study by Gallup found that engaged employees are 17% more productive than their less-engaged counterparts.
2. Reduces Turnover and Enhances Retention
A lack of appreciation often results in higher attrition rates among contingent workers. While these workers may not be permanent employees, treating them well encourages them to return for future assignments, reducing recruitment costs and ensuring knowledge continuity.
3. Strengthens Employer Brand
Organizations that appreciate all workers—whether full-time or contingent—attract top talent. A strong reputation for valuing contingent workers can also improve relationships with staffing partners, leading to better candidate quality.
4. Supports Diversity and Inclusion Goals
As a Minority-Owned and Certified business, PWS is committed to fostering a diverse and inclusive workforce. Showing appreciation for contingent workers—many of whom come from underrepresented backgrounds—strengthens inclusivity and aligns with corporate diversity objectives.
Strategies for Appreciating Contingent Workers
1. Acknowledge Contributions Publicly
Recognizing contingent workers alongside full-time employees during meetings, town halls, or company-wide emails reinforces their importance. Highlighting their impact on key projects can boost morale and encourage a sense of belonging.
2. Offer Competitive Compensation and Benefits
Ensuring fair pay and access to benefits (such as wellness programs or professional development) helps contingent workers feel valued. Some companies also provide performance-based bonuses for contract workers.
3. Provide Career Development Opportunities
Contingent workers are often seeking long-term opportunities. Providing them with access to training, networking, or mentorship programs can help them develop professionally and improve retention rates. At PWS, we emphasize career progression for diverse talent, many of whom transition into permanent roles with our clients.
4. Foster Inclusion in Workplace Culture
Integrating contingent workers into team activities, inviting them to social events, and ensuring they have equal access to workplace resources helps eliminate the “outsider” feeling.
5. Solicit Feedback and Act on It
Giving contingent workers a voice through surveys or check-ins demonstrates that their opinions matter. Acting on their feedback improves job satisfaction and workplace conditions.
6. Recognize Suppliers and Staffing Partners
At PWS, we work with a diverse supplier network, including minority-, women-, and veteran-owned staffing firms. Acknowledging their role in providing exceptional talent reinforces strong partnerships and ensures continued access to top-tier candidates.
Final Thoughts
Employee appreciation is not just about full-time staff—it extends to contingent workers who play a vital role in business success. By implementing meaningful recognition strategies, companies can create a more engaged, productive, and loyal workforce.
At Panther Workforce Solutions, we help organizations manage and optimize their contingent workforce so they can focus on fostering a culture of appreciation and inclusivity. Want to improve your contingent workforce strategy?
Interested in MSP, Talent Management, Payrolling and Supplier Diversity? Contact our team for more details or to schedule a consultation.
