From Temp to Permanent: How to Build a Workforce Motivated by Advancement 

In today’s competitive job market, employees are looking for more than just a paycheck. The latest findings in our Associate Insights Report confirm that growth opportunities have overtaken pay as the top priority for workers. For employers, this shift underscores the need to create clear pathways for career advancement—especially in temp-to-hire roles. 

Temporary positions offer a unique opportunity for both employers and employees. For employers, they’re a chance to evaluate potential hires in real-world settings. For employees, they’re a foot in the door to a promising career. But without a clear path to permanent employment and growth, temp workers can feel stuck—or worse, frustrated. The report highlights that the lack of conversion to permanent roles is a leading frustration for associates. So, how can businesses turn this challenge into an opportunity? 

Here are practical strategies to build a motivated, advancement-focused workforce: 

1. Set Transparent Temp-to-Hire Expectations 

Workers value clarity and fairness. From day one, make sure your temp employees understand the criteria for transitioning to a permanent role. Outline expectations for performance, attendance, and any other factors that contribute to a successful hire. When workers see a clear path forward, they’re more likely to stay engaged and motivated. 

2. Highlight Growth Opportunities Early 

Career growth isn’t just a perk—it’s a priority. During onboarding, discuss long-term opportunities within the company. Share success stories of previous temp workers who’ve climbed the ladder, and make sure these stories are visible throughout your organization. By showing that advancement is achievable, you inspire your workforce to aim higher. 

3. Invest in Skill Development 

Upskilling programs are a win-win. Offering training sessions—whether on-the-job or through formal courses—helps employees feel valued while building their skill sets. According to the report, associates who have access to growth opportunities and can use their skills report significantly higher satisfaction. This investment pays off not just in employee loyalty but also in a more capable workforce. 

4. Regularly Communicate Opportunities 

Don’t let opportunities go unnoticed. Use internal communication tools like digital displays, email updates, or regular team meetings to announce openings, training sessions, or development programs. Consistent communication ensures that your workforce stays informed and engaged. 

5. Create a Culture of Promotion 

Finally, make it clear that your company prioritizes internal hires for open roles. This demonstrates that hard work and loyalty are rewarded. When employees see their colleagues advancing, they’re more likely to stay motivated and committed to their own growth. 

The Associate Insights Report emphasizes that growth opportunities are key to workforce satisfaction and retention. By implementing these strategies, businesses can turn temporary roles into steppingstones for long-term careers. 

Ready to take the next step? Check out the full report here and start building a workforce that’s motivated to grow with you.