(may have been discussed already, but after searching, I couldn't find any related posts)
I manage contract employees, am I still technically a manager?
Is it appropriate to conduct O3's?
Mark and Mike's loose, tongue-in-cheek definition of a Manager : "...controls an employee's addiction to food/clothing/shelter".
I have a number of directs all of whom are contracted professionals, the contracts have been going now for over a year with no end in sight. (As a side note, I don't have control over length of contract, pay rate, or any other aspect of the contract with the temp agency, though I did have input on the decision to bring them on.)
From listening to the casts, I get the sense that o3's are intended for full-time, perm employees only. Perhaps because it's assumed that temps aren't around long enough to spend the time to develop a dialog with the direct?
I'd be interesting in getting any feedback or suggestions as to how to proceed?
Should I do one-on-ones? coaching?