Going into 2020, it’s clear the evolution of America’s workforce will continue to see an increase in the number of contract, remote, and part-time positions. At some companies, the majority of employees consist of one of these employment types. It’s great to provide this type of flexibility, but if these people are not carefully integrated within your core culture—it can mean lost opportunities for collaboration and contribution.
Your short-time contractors play just as an important role on your team and to your company’s success. So how can you ensure you are making the most of contractor relationships?
Start by Hiring the Right Contractor for the Job
Building and maintaining company culture starts at the hiring process. Not everyone is cut out for contract work and not everyone is right for your team. Culture fit is not irrelevant just because an employee will only have a short duration on the team. Evaluating them the same as a full-time employee will build a better working environment for everyone.
Don’t Ignore the Onboarding Process
Onboarding an employee isn’t just about logistics. It’s also about welcoming a new person and ensuring they have everything the need to be successful. This means introducing them to important contacts, as well as your organizations values and beliefs. Be sure they understand their role on the team and who they can reach out to for assistance.
Include Them in Key Conversations
If you don’t include them in important conversations and integrate them into the team, they may never understand your vision, what drives the company, and what your goals are. As a result, they may not be as motivated which could impact their job satisfaction and quality of work.
Keep Communication Open and Check-in Regularly
This seems like a no-brainer, but it can be easy to forget to conduct regular check-ins. While you’re checking in on the work, ask about their lives too. These conversations build a feeling of mutual trust and will help your contractors feel part of a team.
Provide Positive Feedback
Often remote or short-term employees can feel unappreciated, but the truth is they are working just as hard towards the company’s goals. Be sure to praise them for a job well done or recognize them with financial incentives. If they’ve completed their assignment successfully, be sure to keep options open for them to return in the future and offer a referral if ever needed.
All in all, you want to make sure that your contractors have a positive experience with your company and that you view them as true employees in your overall workforce strategy. Start by hiring for the right fit, provide a proper onboarding, and integrate them the right way to set the tone for your company’s culture.