Does Company Culture Matter for Your Remote and Freelance Workers? You Bet!
There are more freelancers and contractors than ever before supporting the traditional 9-5 industry—so many, in fact, that we’ve given this workplace shift an official name: the Gig Economy. It’s no passing fad, with research from the Bureau of Labor Statistics showing that in the U.S. in 2018, 16.5 million people were working in “contingent” or “alternative work arrangements.” The breakdown? Nearly 6 million people held contingent jobs, while 10.6 million folks were independent contractors, on-call workers, filled in as temps, or had signed up with contract firms.
Chances are, you’ve got some (or many) freelancers regularly and reliably contributing to your in-house team. What does this arrangement mean for the culture of your company? A lot. We know that having a sense of belonging is a top driver of workplace satisfaction and, by extension, employee retention. So understanding how to make your contingent or remote workers feel valued, supported, and committed is a smart business strategy.
The good news is there are plenty of ways you can become an employer of choice for the ever-expanding contingent workforce. It all starts with taking an intentional approach to building a bright company culture where everyone on your team, regardless of benefits status or hours on the job, can shine.
Here are seven guidelines for keeping your freelancers fired up and your remote workers feeling like they’re really part of the team.
Inspire. Create and articulate a purposeful vision of what their work is doing for the organization—and for them personally.
Communicate. Share company news and information consistently so every member of your workforce feels equally involved in day-to-day business.
Assess. Provide regular feedback, input, and direction throughout a project so no one ever feels like they’re working in a vacuum.
Acknowledge. Highlight your contingent workers’ performance and contributions both to the team and, when appropriate, with the company at large.
Develop. Invest in skills-building opportunities and learning events so everyone feels supported, challenged, and in it for the long haul.
Connect. If you can’t get your team together in person on a regular basis, create a digital “water cooler” by holding virtual team lunches, scheduling regular yet informal phone chats, or hosting brown bag sessions where everyone listens and learns together.
Remember, workers who believe they’re integral to the company’s success are likely to become your most dedicated, loyal, and productive team members—no matter where they get their work done.
Need help figuring out how you and your team can communicate, collaborate, and connect? Get in touch.