3 top methods for managing contract workers

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3 tips for managing contract workers

Modern technology companies are one of the biggest employers of contingent workforces.

From hired tech consultants to freelancers and other forms of independent contractors, temporary employees have proven themselves invaluable across these organizations. The benefits these workers bring are especially highlighted by the crowdsourcing efforts they empower, which helps companies overcome many roadblocks to innovation.

According to surveys, around 16 percent of companies have established policies for contingent workers, though many more hire them for projects. These workers’ presence in the workforce is continually rising. Therefore, more companies will need to establish guidelines on how to best optimize their potential.

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Lately, there have been some adverse reports about employers like Apple and Google, who subjected their contracted workforces to subpar standards. However, with proper management, both employers and contingent workers will be able to enjoy their relationship.

1. Connect Contingent Workers with the Rest of Your Team

Communication barriers can prolong the time it takes for new employees to familiarize themselves with your team. Therefore, introducing contingent workers to company employees helps team members get acclimated and opens up channels for discussion.

If on a physical location, have contractors meet everyone they will be interacting with for their position. For remote workers, introduce fellow project members through introductory emails or a conference call.

Overall, acquainting team members with each other will foster supportive relationships right off the bat. Furthermore, it will naturally enable newcomers to perform more confidently and effectively.

2. Increase Contingent Worker Company Engagement

When workers understand why they are doing their job, they tend to feel more valuable.

Knowing their purpose usually results in a greater sense of motivation, teamwork, and overall proficiency in a worker’s performance. One of the best ways to inspire this kind of behavior in your contingent workers is to get them more involved.

For instance, have your onsite contract workers sit in on relevant meetings to appreciate the importance of their projects and duties. Likewise, give your remote workers the chance to weigh in on tasks and assignments through scheduled phone meetings.

Overall, encouraging your contingent workers to share their unique insights can help your team achieve its goals.

3. Provide an Effective Environment for Contingent Workers

Most importantly, make sure your contingent workers have everything they need to perform their role to the best of their ability.

For onsite workers, this means giving them an office space that feels comfortable, along with appropriate tools for the job. Research shows a work area’s organization has a notable impact on productivity. Therefore, getting contractors properly set up and ready to work will help them thrive.

This rule also applies remote workers. Be sure to give long-distance team members everything they need to succeed, from company resources to open communication lines.

Above all, being attentive helps contingent workers know they’re respected, which ultimately helps them working fluidly with your other employees.