When people work for you, you always want to do them good. The expectations and rules are different, however, when managing freelancers who are not full-time workers in your firm. How do you motivate people you don’t have full authority over? How do you keep them excited and interested in working when they don’t get benefits or bonuses? Should you review their performance to see their stand? Here is a strong look at how to motivate freelancers.
You must ask yourself why they need this job. Is it the money, the opportunity to collaborate with great individuals, or the chance to develop their skills? What do you give them after they work using their skill and talent for you? You need to pose this question to them directly because you don’t know what they want. For whatever answer they give you, ensure you deliver on that to keep them motivated to work for you.
You should also be clear about what you need them to do for you at the end. Whether it is a new website, a well-designed brochure, or advice on a weekly basis, work to know your needs as a company. Draft a statement with the details of what you need as a company. Provide the context for them. Because they will not be there to work for you always, ensure you talk to them about your company goals so that they fit into them with the right motivation.
For most employers, they don’t invest more money into the freelancers and contractors more than they do to employees. However, ensure you don’t fall into the trap of making it a transaction for the freelancers. Ensure you know them through asking questions about their interest in work out of your company, ask them about their families, and the project they are currently working on while you assume you are not the only company or client they work for. This is paramount if you are happy with the services the person delivers, and you intend to work with them in the future.
Most freelancers like working for employers that make them feel they are part of the team. Therefore, you must struggle to avoid the differentiation between the freelancers and the team. Avoid making them feel like they are second-class citizens through the use of different badges to access the company facilities. Bring them into the water-cooler meetings, invite them to important meetings, and add them to the mailing list. While you work with this in mind, ensure you don’t interfere with the employment regulations and the Human Resource guidelines.
Because they want the money, your freelance contractors came into your company to work for you. For this reason, ensure you give them the freedom they deserve. For you to succeed in freelance, you must be motivated by your inner self as well as having the capability to render your services without any supervision. According to MCAT tutoring, you must be flexible with other commitments and schedules. While you might be their only client, you must give them the needed space to do their work. You should never manage the work product for the contractors. Find someone else if you are.
There is no need for formal reviews with the freelancers. However, it does not mean that you must not give them the appreciation they deserve. You will deepen your relationship and improve their performance if you tell them what you think about their services. Most freelancers, besides, are starving for the needed input. It may be simple to discuss whatever might have gone wrong at the end of the discussion. Regularly visit their contract and statement of work and ascertain whether they are working towards their targets.
In the end, you must pay them well. Don’t take advantage of them as much as they work for hire. They also deserve fair treatment. Your reputation is paramount with freelancers.