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In today’s business environment, contingent workforce management is a concept that companies must consider. Studies and research conducted by all types of organizations point out tremendous growth in the contingent workforce. In the Intuit 2020 Report published in 2010, it was projected that contingent workers will make up more than 40% of the United States workforce by 2020. With the proper policies and management guidelines in place, you can create a mutually beneficial relationship with these workers and reap value from their unique skills. Here are some tips to keep in mind when you are reviewing your current policies for contingent workforce management.
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Know Your Contingent Workforce
Think about what kind of employees make up your contingent workforce so that you have a better idea of how best to manage them. Are they Millennials who crave a strong connection with their employers and value multitasking, or are they Baby Boomers who emphasize collaboration and the value of hard work? Different contingent workforce management policies are necessary depending on what generation the majority of your workers come from.
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Create And Enforce Standardized Policies
Contingent workforce management must hinge upon company policies that are developed with the best interests of the organization and their workers in mind. This gives you a set of rules that will guide your onboarding, evaluation, and exit policies with contingent employees. Elizabeth Rice at Innovative Employee Solutions writes that creating policies will make sure that contingent workers are used efficiently and will also reduce your risk of facing legal issues involving contingent workers.
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Build And Reinforce Relationships With Contingent Workers
Relationship building is important for all kinds of workers, but it is paramount for successful management of a contingent workforce. Since contingent workers are usually with an organization temporarily, they may feel like they are not appreciated or valued the way that permanent employees are. This can negatively impact the quality of their work and the way that they perceive your organization.
To properly build relationships with contingent workers, Ed Frauenheim at Workforce advocates for what he calls an “arm’s length embrace.” In this type of relationship, employers respect the independence of their contingent workers yet still show them appreciation.
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Provide Sufficient Training And Track Success
Even though they are not official members of your organization, contingent employees still must have the training they need to get the job done. Providing your contingent team with the right tools for success is an integral aspect of contingent workforce management. This training is also vital to maintaining a safe workplace environment. Once your contingent workforce has the training they need and an understanding of the goals of this training, it is easier to track their success.
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Contingent workforce management is becoming more important as the number of contractors, consultants, and freelancers in the workforce continues to rise. These four tips will give you a good foundation when you are reviewing your contingent workforce management policies. Be sure that you periodically evaluate your contingent workforce management policies to ensure that they stay aligned with your organizational goals.
