As we enter the third year of COVID-19, our working lives continue to change and transform. One word that describes our world today is resilience in coping with the “great resignation.”
The key to survival in our organizations is to adapt. Whether your leadership has been moving toward a more independent working situation or have been prompted by job losses due to COVID-19, it’s in your best interest to consider your options.
Full-time employees are often the most sought-after employees. With the pandemic and the resulting labor shortages, freelancers have moved more prominently into the forefront, and it looks like they’re here to stay.
The Rise of the Freelancer
The increasing reliance on freelance workers is not a new trend. The Intuit 2020 Report, Twenty Trends that Will Shape the next Decade, published in 2011, predicted that more than 40 percent of the U.S. workforce would-be freelancers, contractors, and temp workers by 2020. The Freelance Forward 2020 report by Upwork (which connects freelancers with businesses) and Freelancers Union estimates that 57 million U.S. workers freelanced in 2019, contributing roughly $1 trillion to America’s gross domestic product.
The Upwork report states that 73 percent of hiring managers surveyed in the report “plan on maintaining or increasing their hiring of independent, project-based freelance workers.” And roughly half say that COVID-19 has made them more likely to use freelancers in general.
Here are some of the reasons for this long-term outlook for freelancers:
- Cost Savings
- Better Quality
- Nearly Limitless Talent Reach
Attracting and Keeping the Freelancer
From my discussions with clients, here are the three key tactics in attracting and keeping a talented and motivated freelance workforce:
1. One of the best things you can offer a freelance worker is flexibility. Don’t restrict their hours to the usual 9-to-5 parameters. They value freedom. With good communication, flexibility can work to your benefit and theirs.
3. Freelancers can feel disconnected from their team. Create an inviting atmosphere and encourage them to take part in team-building exercises.
4. Lastly, you must offer competitive pay and stick to it. If you’re not paying them enough, they will find someone who will.
As you and your company move forward into this new year, consider these words of wisdom from Simon Sinek:
There are a finite number of problems but an infinite number of solutions.Simon Sinek
As always, please contact me to discuss how these concepts can be implemented in your company.
All the best-
© 2022 David Paul Carter. All rights reserved.
Photo by Brett Jordan on Unsplash
Rockefeller Habits Checklist
This checklist provides the 10 most important functions of business that should be on auto-pilot for your company to run predictably and consistently.
Download the FREE Checklist. See what it has to offer your company.