How to Get the Most Out of Your Temp Workers
The difference between great temp outcomes and mediocre ones is almost never the worker — it's the preparation. This playbook gives you the system that works.
Quick Takeaways
- 30 minutes of prep: A single hour before your event will improve outcomes by 20–40%.
- The first 15 minutes: On-site orientation is the highest-ROI 15 minutes of your entire event.
- Returning workers: Are typically 40–60% more productive than first-timers on your site.
- The buddy system: Pairing each new temp with an experienced staffer reduces mistakes and builds confidence.
The 24-Hour Prep Checklist
The most underrated investment in staffing success happens 24 hours before your workers arrive. One hour of preparation prevents 90% of on-site problems. Here's exactly what to do:
| Preparation Task | Why It Matters |
|---|---|
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✓ Written role descriptions
Specific tasks, locations, tools — not just job titles
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Workers know exactly what to do. No confusion. Reduces rework by 40%. |
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✓ Designated check-in point
Assign one person as on-site contact
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Workers know where to go when they arrive. Reduces arrival chaos by 80%. |
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✓ Parking & entry instructions
Temps have never been to your venue
|
Late arrivals happen when people can't find parking. Clear directions reduce lateness by 60%. |
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✓ Dress code & PPE requirements
Communicate in advance so workers come prepared
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Nothing kills momentum like realizing workers need steel-toed boots mid-shift. |
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✓ Break schedule & meals
When and where workers can take breaks
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Hydrated, fed workers are 30% more productive. Clear breaks prevent burnout. |
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✓ Site map with key locations
Restrooms, exits, restricted areas marked
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Workers move faster when they know the layout. Reduces navigation time and prevents wandering. |
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✓ Emergency procedures & first aid
Where's the AED? Who's the point person?
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Clear procedures save lives. Protects your organization from liability. |
Check off each item 24 hours before your event. This single hour of work will pay for itself by noon on Day 1.
The First 15 Minutes (Critical)
The on-site orientation is the highest-ROI 15 minutes of your entire event. This is when workers form their first impression and decide whether to actually do a good job. Here's the exact sequence:
Workers who have a clear orientation and buddy system feel prepared, valued, and confident. This confidence translates directly to productivity, quality of work, and whether they'll request to come back to your site.
During the Shift (Management)
Good management during the shift isn't about micromanagement. It's about creating the conditions for people to do their best work. Here's what separates amazing staffing experiences from mediocre ones:
❌ What Bad Management Looks Like
- Supervisor disappears for 4 hours
- Workers don't know who to ask questions
- Feedback is vague: "work faster"
- Same task for 8 hours straight
- No time tracking — can't verify hours later
- Performance issues mentioned at shift end
✓ What Good Management Looks Like
- Check in every 90 minutes to support
- Clear chain of command
- Specific positive reinforcement
- Rotate tasks every 2–3 hours
- Digital time tracking — no disputes
- Address issues in real-time, privately
Key Shift Management Practices
Supervisor Ratios: One supervisor per 12–15 workers for standard events. For high-skill or safety-sensitive roles, aim for 1:8–10. Clear systems let one supervisor manage more.
The 90-Minute Check-In: Every 90 minutes, make a quick lap. Not to hover, but to spot bottlenecks, answer questions, and let people know they're doing well. This single practice improves worker performance by 20–30%.
Digital Time Tracking: If you're not using digital time tracking, you're creating disputes. Use geofencing or badge scan systems. There's no arguing about hours when the record is digitally verified.
Building Your A-Team (Long-Term)
The math is simple: a returning worker is typically 40–60% more productive than a first-timer on your site. They know where things are. They know your expectations. They move faster and make fewer mistakes. Here's how to build and maintain your preferred worker list:
📌 Request Repeat Workers
On your next booking, specifically request workers who did well. Tell the agency: "I want Sarah, Mike, and James again." TAG makes this easy through the portal.
⭐ Leave Ratings & Feedback
After every event, rate each worker and leave specific feedback. Not just "good" — say "Sarah organized the registration line brilliantly." This feedback reaches the worker and the agency.
👥 Treat Temps Like Team Members
Include them in team meals or breaks. Learn their names. Ask about their goals. Workers remember how they were treated and request to come back to your site even for lower pay.
📋 Build a Preferred Worker List
Maintain an internal list of your top 20–30 performers. For high-stakes events, call these people first. Workers know they get more shifts if they perform well.
📅 Give Advance Notice
Book your returning workers 3–4 weeks ahead when you can. This reduces no-shows and signals that you value them. Workers with advance notice show up more reliably.
🎯 Create Micro-Teams
For multi-day events, group returning workers together. If Sarah, Mike, and James work together again, they move like a unit. This compounds the productivity gain.
If 30% of your crew on Event B are returning from Event A, you'll see 15–20% productivity gains. If 50% are returning workers, expect 30–40% gains. The compounding effect is real.
The 6 Common Mistakes (Preventable)
These are 100% preventable. Every one has a simple fix. Most are systemic, not about individual workers:
No On-Site Briefing
Workers show up, get pointed vaguely, and figure it out. Fix: Spend 15 minutes on a proper orientation.
No Designated Contact
Workers don't know who to ask. They wander or do nothing. Fix: Assign one point person. Make sure everyone knows who.
Scope Changes Mid-Shift
The plan changes, but workers don't hear. Fix: Gather people and explain the new plan clearly.
Treating Temps as Disposable
No breaks, no water, rough treatment. Fix: Treat people how you'd want to be treated.
No Breaks (Outdoor Events)
Workers dehydrate and make mistakes. Fix: Budget for breaks. Provide water and shade.
Feedback Only at Shift End
Too late to fix anything. Fix: Address issues in real-time, privately.
The Multi-Day Event Playbook
Multi-day events are fundamentally different. Workers are tired on Day 2. New people might join. Here's how to execute flawlessly:
Expect Day 1 to be slower. Workers are learning. Use it as a training day. Don't try to hit full productivity on Day 1. By Day 2, people know the system and you'll be 30% faster.
Spend 15 minutes at the end of Day 1 with leadership and top performers. What went well? What should we change for Day 2? This debrief is worth 20% productivity gain the next day.
If your event runs 8am–10pm, don't have the morning crew work all 14 hours. Have some work 8am–3pm, others 11am–8pm, others 3pm–10pm. This prevents fatigue and gives you fresh people late in the day.
On Day 2, give new people a one-page cheat sheet with basics: where to park, restroom location, your role, who to ask questions to. This cuts Day 2 orientation from 15 minutes to 5 minutes.
On Day 2, identify your top 2–3 performers and give them a title: "Team Lead." Give them a small raise for the day. They become your force multipliers. They mentor new people and communicate between you and the crew.
This is the single biggest lever. If 80% of your Day 2 crew were also on Day 1, your productivity increases 40%. Returning workers know the system, know the venue, know each other. Book your top performers for both days.
Frequently Asked Questions
Based on our client feedback and industry data, proper prep improves key metrics across the board: 40% reduction in rework, 80% reduction in arrival chaos, 60% reduction in lateness, and 30% productivity gains from fed/hydrated workers. Conservative estimate: 20% overall productivity improvement from a single hour of upfront work.
Yes. The buddy system is the single most effective way to reduce mistakes on the first shift. New workers paired with experienced staff make fewer errors, build confidence faster, and are more likely to request coming back. It costs you nothing (the experienced staffer is already there) and saves you from rework and confusion.
For standard events, aim for 1 supervisor per 12–15 workers. For high-skill or safety-sensitive roles (setup/breakdown, food service), go 1:8–10. With clear systems and the buddy approach, one supervisor can manage more. Without systems, even 1:5 feels chaotic.
Book them 3–4 weeks in advance when possible. This gives them time to plan and reduces no-shows significantly. Workers with advance notice show up more reliably because they've blocked the time. It also signals that you value them — which increases the likelihood they'll request to come back.
You don't have to — and most staffing agencies don't accommodate per-worker rates. What works: give returning workers priority for better-paying roles, offer them team lead positions on multi-day events with small raises, and most importantly, treat them with respect and recognition. Workers often return for lower pay if they were treated well.
Ready to Staff Your Next Event?
Use this playbook to transform your staffing experience. From the 24-hour prep checklist to requesting returning workers, you now have the system. Let TAG handle the logistics while you focus on execution.