(A guest post by Jenny Morehead, CEO of FlexHR.)
Today’s workforce is always evolving, and the gig economy is becoming a reality that’s changing how businesses operate. Gig workers bring with them new skills, flexibility and agility to your team. From freelance designers to contract developers or temporary marketing experts, knowing how to integrate them effectively you’re your business takes more than just giving them tasks. It takes a mindset shift.
Here’s how to do it right.
1. Start with Clear Goals and Expectations
Before starting the process of hiring freelancers or gig workers, it is important to take cognisance of exactly what you need. Is this going to be a one-time project, or are you going to need ongoing support? Are you looking for a generalist or a specialist? Defining your objections and deliverables prevents any misunderstandings and ensures that everyone is on the same page from day one.
It is important to share a brief but comprehensive onboarding packet when you welcome someone new on board. This “freelance welcome kit” should ideally include brand guidelines, timelines, communication protocols, end expectations around deliverables.
2. Create a Consistent Onboarding Process
Gig workers do not need to be fully onboarded, but they still need to understand how things in the company work. This is why a streamlined, but simplified onboarding process can help them to feel confident and connected. Always include:
- Names of important contacts, and who to go to for what,
- Tools and platforms that the business uses (Trello, Google Drive, etc.)
- Best ways to communicate within the business (email, weekly check-ins, etc.)
- Deadlines and payment procedures.
Starting off on a collaborative note with gig workers helps them to feel part of the team from the start and adds to improved collaboration and results.
3. Leverage Technology for Seamless Collaboration
With modern technology, freelancers are often able to work remotely but may be in different time zones. Using project management tools such as Asana, ClickUp, or Monday.com helps to keep everyone aligned. Zoom and Loom are also powerful ways to share updates or explain more complex ideas without having to send endless email threads. Setting up cloud drives, or shared folders also gives freelancers the freedom to access the resources that they need without having to continuously ask for them.
4. Build a Culture of Inclusion (Even if They’re Temporary)
Freelancers should not feel like outsiders, even if they are not full a time worker, and it is important to include them in in virtual team meetings (when relevant), give them shoutouts for a job well done, or loop them into broader project discussions. This can go a long way in cultivating loyalty and collaboration.
Creating a culture of inclusion helps to make them feel comfortable enough to work with you again in the future. In the long run, if they are doing a good job, this will save you time and effort when it comes to finding new talent down the line.
5. Pay Fairly and On Time
This one is extremely important. Transparent pricing discussions and honoring contracts build mutual respect and trust. Employers need to remember that freelancers often rely on timely payments, and late or inconsistent compensation can damage relationships between employer and freelancer. Always stick to agreed payment terms, and make sure that your accounting systems are set up for both permanent employees and freelancers.
6. Create a Talent Pool for the Future
When you find a freelancer that offers the highest professionalism and is good at what they do, try not to let them go just because the project has ended. Instead, build a vetted “bench” of freelancers that you can contact for future projects.
It is also a good idea to keep a running list with notes on their performance, strengths, and availability, as this will speed up hiring in the future and create a smoother workflow with people who already know your business.
7. Measure and Reflect
Treat your freelance strategy the same as way that you would any other part of your business by tracking results, reviewing project outcomes, and getting feedback from both your internal team and the gig workers. Ask what worked, what didn’t, and how you can improve the experience next time.
Freelancers and gig workers are more than just an extra pair of hands. They play a massive role in bringing new perspectives, specialized skills, and the ability to scale your business quickly and cost effectively. With a little structure and intention, they can become an essential part of your team. And in today’s fast paced world, that flexibility is priceless!
Jennifer “Jenny” Morehead is the CEO of Flex HR. She is an entrepreneur, sales
and marketing expert, independent board member, and author. She prides
herself on building strong teams that exceed expectations for their clients.
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