With globalization and the possibility of working remotely, Flexible Working Arrangements (FWA) have become an integral feature of the modern-day workplace. A necessary evil. The practice is globally recognized, and adopted by organizations, across the world to increase productivity and to let workers better manage their work-life balance.

Economic downturns often force companies to reduce expenses and cut down on employee benefits. It’s also done to keep employee morale and prevent the loss of talented employees.

In this blog, HRavailable is discussing some tips for HR persons on managing remote freelancers.

1. Have goals in place

Before assigning freelancers to projects, you may need to align them with your corporate goals and match your expectations with theirs. You need to find freelancers who share the same value set so it becomes easy for you to communicate with them.

Define the goals of the project, their roles in it, and what you expect from the freelancers, and communicate clearly and unambiguously how the project has to be delivered.

2. Define a budget

A clear budget needs to be defined well before you bring a freelancer into your team. It’s extremely important that both the project expectations and the budget are set and agreed on and that a formal contract is signed by both the manager and the freelancer. Ensure that the contractor is happy with the budget you’ve set to show the freelancer that you value their expertise and to motivate them to work in a way that is aligned with their best abilities. If any additional work is conducted during the contract, be sure to pay separately for it. Everyone needs to be in agreement and feel that they are being respected and valued. In general, contractors are paid more than other employees at their level because they aren’t entitled to the various benefits or security of being full-time employees.

3. Use a project management tool

Using a project management tool will simplify communication, project updates, action items and any issues that need to be overcome. With Fellow, you can level up your meetings and your productivity habits. You’ll not only be able to run more effective meetings, but you’ll also foster accountability with the action items tool, organize your ideas with the streams tool, encourage continuous improvement through the feedback tool, and support freelancers through the guest users option for meetings and brainstorming sessions. You can also integrate your workflow with the integrations function, where you can connect Fellow to the tools you love to make your meeting, management, and productivity workflows even better.

4. Set definite time agendas

Right from the onset, set a clear schedule and setting time agenda, so you get your work delivered on time, always.

5. Use effective communication

Choose the most effective communication channel to stay in touch with your freelance workforce. Your expectations for communication need to be defined before the freelancer begins the work so everyone is aligned with regards to how to best work together. This way, you can troubleshoot any issues before they begin. It may be a good idea to communicate with your freelancers through the same channel you use to interact with your full-time employees so everything is in one place and you eliminate the risk of missing any messages. It may also be a good idea to have a weekly check-in with your freelancers, even if it is via a message, to ensure that everything is running smoothly.

6. Respect their freedom

They don’t work around or by the clock. This is their preferred lifestyle – respect their choice. Don’t expect them to be at your beck and call 24-hours a day – they will never be. Therefore, don’t draft the same set of company rules for them as for your other full-timers.

As long as your deadlines are being met, chill.

7. Solicit ideas

Do not just assign monotonous and administrative tasks to your freelance pool. Many are abuzz with ideas and can bring fresh perspectives to the table. It might be a good idea to actively seek out their opinions and ideas. Test and try.

8. Include them in team bonding activities

While freelancers aren’t regular employees, you should at least invite them to participate in team bonding activities. Whether they choose to opt-in or out is up to them, but it’s nice for them to have the option. People tend to perform better when they feel like they’re a part of a team and feel some degree of camaraderie. This begins with effective communication lines so people feel comfortable interacting with one another. In this way, collaboration occurs more naturally and projects are completed even more effectively. You want to ensure that your freelancers still feel like they’re a part of the team and that they belong.

9. Show recognition for good work

Recognition is essential for both your freelancers and for your full-time employees. A work environment full of workforce recognition is great for your company culture and for productivity. When you celebrate all the big and small wins, you’re more likely to keep employees engaged and motivated, and this creates a great domino effect: recognition means more productive employees, more productive employees mean better work. Everyone appreciates being respected and thanked, perhaps even more than gifts or tangible things. Treat freelance workers as an extension of your in-house employees and engage them to help your company succeed.

10. Give feedback

Just as you do with your regular employees, provide constructive feedback on their skills.

In a rising gig economy, freelancers can really help you to streamline your projects and deliveries. Pick and choose freelancers from a trusted third-party hiring platform, so you remain in full control and firmly in the driver’s seat on the project.

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