Temporary Employees. Contract Employees. Freelancers. You run into them wherever you go these days. They may work for an employer for a limited period of time, perhaps a few weeks or a season. Or they may come from a temporary help agency. Or they may be independent contractors, moving in and out of a business, depending on its current needs.

The number of "temporary" workers is rising, and rising fast. In North American, some three million people "temp" on a regular basis, and increasing numbers of business owners are ready and willing to bring temporary staff on board.

If a temp employee is to become a truly productive member of the team, however, the employer can't look at the temp solely as disposable, short-term help. Instead, the employer must set the stage for a sound working relationship. If you use temporary staff now, or if you're thinking about it, here are more than a dozen ways you can help make the most of these valued employees:

1. Communicate. If you're using a temp agency, let the agency know exactly what you need in the way of background and qualifications. If you're hiring a contractor or temp employee directly, be sure that your advertising and job description are crystal clear. And once the staffer is on board, if you notice problems, communicate them immediately. You'll avoid problems later on.

2. Select. Interview your temp candidate in much the same way as you interview a regular employee. Review the individual's qualifications, experience and ability to work with others. Remember: Whether an individual is a temp or not, you always have control over who works for you.

3. Guide. Offer specific goals and objectives for the temp at the outset of the relationship. Better yet, give her a specific set of expectations for each week of employment.

4. Launch. Begin the temporary employee's service with a simple ceremonial routine: coffee with fellow employees or a warm welcome at a brief meeting. This simple ritual helps solidify the temp's welcome, and motivates him to work for the good of the organization.

5. Orient. While temps often bring vast experience gleaned from other workplaces, don't assume that she can simply walk in and do anything you want. Provide a simple orientation program. Include information on workplace practices, policies, dress, office layout, location of supplies and equipment, hours, even seemingly trivial information such as location of eating areas and lavatories. Ask yourself: What do my regular employees need to function effectively each day? And then remember: your temporary employees need the same.

6. Direct. Provide the temp employee with suggested routines or checklists that can speed up his work each day.

7. Mentor. In addition to the supervisor, locate one co-worker who can provide quick answers to the temp's questions and serve as an informal coach during his stay.

8. Teach. Early in the temp's assignment, find out if she hopes to learn anything special during her service with you. If the temp is furthering her own education on the side, for instance, she might like to use information you provide to further her academic training. While you cannot -- and should not -- spend excessive time educating your temporary employee, you can package simple information in the form of brochures, a tour, or a chat in your office. These simple gestures can motivate some temps far more than you ever imagined.

9. Supervise. Extend the same quality supervision you offer your regular employees to your temporary staffers. Set up simple conferences periodically. Ask how things are going each day. Review problems and progress quickly. And don't be afraid to ask your temp for suggestions.

10. Comply. Remember that, while your temp may not be a regular employee, you are still responsible for complying with many legal requirements. Laws and regulations covering health, safety, affirmative action and sexual harassment, for instance, cover the entire workplace.

11. Invite. If you're having regular staff meetings or business events during the temp's stay, invite him. Ask his mentor to accompany him.

12. Celebrate. When your temporary employee has achieved a milestone or completed an important accomplishment, celebrate by taking her to lunch or recognizing her in the workplace. By including your temp in your workplace community you cement his relationship with your organization.

13. Honor. As the assignment draws to a close, thank the temporary employee and show your appreciation. A small gift, a certificate, or a simple coffee hour will leave you and your workplace in the forefront of his mind long after he leaves.

Observe all these simple suggestions and you'll gain a side benefit as well: Your regular employees will recognize the care and concern you offer the people around you. They, in turn, will feel more confident in their own roles and appreciative of yours.

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Why Hire Temporary Employees?

Temporary employees are a growing phenomenon throughout North America. More than three million individuals serve as temporary staff or independent contractors on a regular basis and this number is expected to mushroom in the future. Employers hire temps for many reasons:

* To gain a special skill on a short-term basis

* To handle a temporary work overload

* To serve as a change agent, institute a new project, or run new equipment

* To assist with a high-priority short-term project

* To help with a seasonal rush of customers

* To avoid the expense of managing more employees

Years ago, "temp" employees were often semi-skilled or paraprofessional employees, and concentrated in support roles. Today temporary employees include people in technical and professional roles, middle managers, even senior executives.