Employees typically go through an orientation process in which they learn about the company’s goals, how they may help accomplish them, and why. However, in today’s gig economy, many full-time employees are being displaced by freelancers.
These newbies typically do not have the same perspective on the company’s as full-time employees. Therefore, companies must find a way to link these freelancers with their goals to grasp the business and why they were hired.
A month of orientation is not practicable because they are not a fundamental business component and only require specific situations and initiatives. So, how can a business successfully integrate its freelancers with its mission?
Here are some suggestions on how to go about it.
1. Work with Coachable Freelancers
Hiring coachable freelancers is the first step. Following that, it is the responsibility of leadership to define the purpose of each project in great detail clearly and establish expectations before the commencement of each project. Having itemized project task lists is an excellent approach to hold freelancers accountable while providing leadership with trackable benchmarks to quality-check performance.
2. Hire Them Because Of Their Attitude
Don’t merely hire freelancers for their abilities. Hire them for their attitude. Skills, at the end of the day, maybe taught. I’ve witnessed numerous instances where our freelancers learned on the job and delivered outstanding outcomes. Meeting company goals will not be a problem if they are engaged in working with you and treat them as team members.
3. Provide Complete Transparency to Them
Give them complete access to the business, just as you would an employee. Allowing them to grasp an enormous scope of work, what went into getting the company, and the ins and outs, ups and downs of working with the clients or team are all part of this. Power comes from knowledge.
4. Develop Standard Operating Procedures (SOPs).
If you don’t have the necessary systems in place, training new offshore team members and freelancers can be a real struggle. Standard operating procedures are pretty helpful for developing new talent. They aid in the step-by-step breakdown of a system, however – standard in a written text. You can also create video SOPs and host them on platforms like Trainual to help with training and onboarding.
5. Consider them an extension of your team.
Think of freelancers as an extension of a team, so you train them just like any other employee, teaching them your ethos (“underpromise and overdeliver”) and ensuring that their communication style will keep the entire team connected. Goals are easy to define in black and white, but team emotions and poor communication are difficult to overcome.
6. Unite Them Around The Mission And Vision
Freelancers, employees, and contractors should all support your organization’s mission and vision. Even if they are only working on a project, they must be on board, therefore consider creating an onboarding track for non-full-time staff. If everyone understands the company’s “why”—the culture, the soul, if you will—then the work will usually represent the agency regardless of how long the talent stays.
7. Define Expectations Clearly
When delegating work to third parties, clarity is essential. As a result, all working partnerships with freelancers or contractors should begin with a well-established set of expectations. Before any work begins, make sure everyone is on the same page by explaining their role in the project and why it matters, and how it relates to the company’s overall goals.
8. Provide Enough Work for Contractors
Give contractors enough work to entice them to join your company and learn more about it. It is preferable to provide a freelance writer 20 hours of work per week and commit to it in writing, rather than dividing that work among four or five authors. You’ll never receive true devotion from freelancers if you don’t demonstrate it to them.
9. Make Your Creative Process More Agile
Make use of Slack. Don’t rely on out-of-date creative briefs. Spend the time necessary to onboard a suitable freelancer. It should include one-on-one attention as well as team meetings. Allow them to ask “dumb” questions in a low-pressure environment. Create a procedure that allows you to share files and assets with the freelancer easily. To avoid headaches, use a DesignOps strategy.
10. Allow them to attend important meetings.
Allow your contractors to attend critical meetings after you sign a non-disclosure agreement. Create a formal onboarding procedure and a Google Doc (or other shared file) where they may access resources. Above all, make time for training. Even the most astute professional will have a 30- to a 90-day learning curve. Consider using experienced contractors. You may pay a little more, but you will save time and money in the long term.
11. Always Begin With A Conversation
Never send a brief to a freelancer without first speaking with them. They must be taken through the history of the agency-client relationship and the client’s marketing objectives, and what is at stake for the agency. Express the significance of the assignment so that they are driven to give it the same degree of blood, sweat, and tears that a full-time employee would.
12. Make use of their creativity and input.
Freelancers frequently have a wealth of experience and can add significantly to the value of a project when they are depended on for their creativity and ideas. I often discuss the organization’s goals, followed by the project goals, and ensure that the freelancer understands the parameters they are allowed to operate. When you value their input, you’ll often find that your expectations are exceeded!
Flexgigzz is the Asia leading marketplace for freelancer service and together with SOHO Learning Hub which is an online platform for short courses and both of them aims to be the number one provider in Asia. For growth industries such as E-Sport Authority which is dedicated to providing independent media coverage to all E-Sport News related from around the world and for the art world, there is Atelier Auction which is an investable art auctioneer and being in the art scene for decades