Mon, Apr 4, 2011
Five Tips for Engaging Contingent Workers
Posted by Kevin Sheridan
Thanks to the economy and the growing impact of globalization, contingent workers (also known as contract workers or freelancers) are starting to play a bigger role in the workforce. These employees are hired on a project-by-project basis by organizations, which can last anywhere from a few days to a year or more. One of the toughest things an organization can do is try engaging contingent workers as they would their full-time employees.
After all, contingent employees are only around for a short period of time and often do not feel like “real” employees. Despite the fact these workers may not be permanent, organizations can still see a positive benefit by engaging them in the workplace.
There are several strategies that management can focus on to engage their contingent population:
1. Let Contingent Workers Know What They Do Makes A Difference
By nature, these employees are not with an organization for an extended period of time, and therefore have a hard time seeing the impact of their work. To allow contingent employees to see the value of their work, make sure to recognize their work on a regular basis, as recognition is the top driver of employee engagement.
2. Show Employees Potential Career Paths
Contingent workers often have a hard time seeing a long-term career path within an organization since they are hired on a temporary basis. Let employees know that good performance can lead to additional projects with the organization. If there is a path to full-time employment available, communicate this with the employee.
3. Ask Contingent Employees For Their Feedback
Temporary employees are not typically included in organizations’ employee surveys or other means of collecting feedback. However, it is just as important to make sure that contingent employees’ voices are heard.
These employees can offer an outsider’s perspective on problems the organization may be struggling with. In addition, by focusing on issues that are important to these employees, an organization can ensure that they continue to have the same, high-quality applicants for their contingent positions.
4. Treat Contingent Employees Like They Are A True Part Of The Company
Contingent workers can sometimes feel left out and disconnected because they do not have full-time status. Whenever possible, include contingent employees in normal employee activities, and provide opportunities for them to interact with their coworkers.
5. Provide The Training Necessary For Contingent Employees To Do Their Jobs Effectively
Since these employees are usually hired to complete a specific project, contingent workers do not always receive adequate training. Make sure the training they receive matches up to all of their responsibilities.
Just like full-time employees, when contingent employees are engaged they can make a much bigger impact in the workplace. By following these strategies, organizations can engage their contingent workforce, thereby allowing employees to do their best work every day.
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About the Author
Kevin Sheridan is Chief Executive Officer and Chief Consultant of HR Solutions, Inc. and directs all survey work conducted by the firm. He has extensive experience in the field, having co-founded three successful survey-related organizations. Mr. Sheridan received a Masters in Business Administration from the Harvard Business School in June 1988, concentrating his degree in Managerial Decision-making and Strategy, Human Resources Management, and Organizational Behavior.6 Responses to “Five Tips for Engaging Contingent Workers”
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- - 12. Apr, 2011
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April 4, 2011 at 2:47 PM
Would like to add a factor that I have found to be a major challenge for firms dealing with IC’s – Have a clear understanding of what payments will be made and when. While this may seem simple enough, what am I paid and when, many companies fail to understand the importance of having this clearly spelled out and in writing. Because they are on a payroll system that has the paycheck there at a certain time the corporate side has little respect for the IC’s need to have a similar feel of comfort and security about getting paid.
One area we would differ on is “Show Employees Potential Career Paths” Most of the IC’s I deal with have little or no interest in staying with a firm. occasionally they do see that there could be long term opportunity but then they will make the overture. To me the majority of the IC’s are such because they are more comfortable with the idea of bring their skills to the project and not getting caught in the “corporate trap”. In the IC world “I can say what i want, do it the way I want it done, and leave when it is finished”
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April 8, 2011 at 10:47 AM
While it is always good to include people’s input and expertise, don’t forget “how” the Contingent Workers is engaged (as a worker) at a company should also play a factor on what (and how) to engage them! Remember, included within “Contingent Workers” are W2s as Temporary Employees, W2s as a Payrollees, 1099s and/or Vendors as Independent Contracts, Freelancers, Consultants, Solopreneurs,…and each of these unique contingent worker engagements have their own set of “unique lines of engagement” to maintain their defined status, and avoid co-employment and misclassifications. I would always recommend checking in with your HR and Legal resources- to review topics and population- before formally engaging!
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April 8, 2011 at 12:00 PM
To be very candid, I would correct the title to, “5 tips on how NOT to engage a contingent worker.”
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April 19, 2011 at 1:42 PM
There is a hardly any difference between the contingent worker and regular employee in many industries. The oil & gas industry is a good example, as is the energy industry. Job security in these two industries is often no more than 3 to 5 years.
Consequently, 30% of the executives, managers and engineers could well be contingent workers on rolling contracts that typically last for a minimum of 2 years and often stretch into 5 years.
The productivity of the contingent worker is often better than the regular employee because if they fail to perform then they’re out of the door after 7 days, with no questions asked.
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