How to Work with Freelancers and Independent Contractors: Given the Bureau of Labor Statistics estimate of over 50 million Americans engaging in nonstandard employment such as freelancing, there is a good chance that your company will hire an independent contractor.
With freelancers, you may get the expertise you need for your company without the high cost of hiring full-time employees. But partnering with one takes some bravery.
Freelancers set their schedules, and they prefer to communicate primarily via electronic means (think email or messaging apps. You won’t be able to pop in for a chat as often, but you can enjoy specialized knowledge that regular employees don’t have.
Every employee works by a rule. But with freelancers, it is completely different.
How do you inspire one over whom you hold no official sway? How can you keep one enthusiastic about your work when there are no incentives?
How do you Rate Independent Contractors and make them know what to do Better?
You’ll find out!
Read on to find out some of the best practices for keeping up with freelancers and independent contractors:
Avoid Being a Control Freak
Most freelancers are in the business for the freedom: freedom to decide terms and to set schedules.
Self-motivation and the ability to get things done without constant supervision are essential traits for every successful freelancer. Respect their time and other responsibilities as much as you can. They have other clients.
Plus, excessive follow-up can be a turnoff – so, make sure to allow your remote employees to do the job you have assigned to them.
Focusing on your own tasks and trusting a freelancer to do what you have assigned to them will also give you more time to dive into crypto casino USA or explore other hobbies outside of work.
The ability to relax and exercise your strategic mind in your free time is a crucial component of productivity, after all.
On the other hand, be specific about what you hope to receive in exchange. This could be anything from a newly built website to biweekly consultations. Write down what you expect and when you’re looking to have it.
Also, give freelancers some background information. Unlike full-time employees, they are not always around, so they might not have the full picture of the job as you do.
Explain their purpose, the relevance of their task, and how they fit into the bigger picture.
Understand Their Needs
The first thing you should find out is why they want the job. It could be for cash, an opportunity to learn new skills or to get some experience with experts.
What benefit would you offer for the person’s talent?
Ask what they’re expecting then go ahead and blow their minds.
Freelancers don’t require the same level of investment as full-time employees. But that doesn’t mean you shouldn’t put any effort into the relationship.
Ask about their background and interests outside of work, as well as any other clients or projects they may be working on (especially if you’re not their only client). This could help future collaborations.
Create a Sense of Teamwork and Inclusion
According to experts, businesses who treat freelancers like valued members of the team are more likely to retain their services.
Create a healthy work culture, be extremely welcoming to everyone, and refrain from making freelancers feel unimportant. Include them in team communications and create a sense of teamwork.
Independent contractors may not require formal reviews but you should give honest feedback.
If you want to strengthen the bond between you and a freelancer and boost their performance, let them hear your opinion of their job.
Freelancers generally welcome constructive criticism. It only takes minutes at the conclusion of an engagement to review the positives and negatives.
Say “thank you” publicly if someone has done a fantastic job, and don’t shy away from giving accolades. If they’re failing to deliver, say so directly.
Reward Them with High Wages
Again, freelancers are not employees. That the contractors are working for hire doesn’t mean you may take advantage of them. They should be treated with respect.
Pay freelancers well, especially if they’ve performed beyond expectations. And if it’s within your power, pay them extra.
Establish a Strategy for Transition
The trend toward contracting is accelerating. If you don’t want your contractor to leave with all your proprietary information, put in place a strict knowledge and transition transfer plan immediately after employing them.
Either pair them with a suitable in-house worker, or insist on detailed documentation, to help you debug their work along the line.
Keep an Eye out for Hidden “FEES”
Both the rate and the scope of work expected from a contractor or freelancer should be clearly communicated to the hiring company.
The nature of their tasks, payment schedule and frequency should all be spelled out in the original contract.
There should be no requests for additional services or changes that go beyond what is specified in the contract from the company.