b'FOCUSty and higher turnover can be issues,Foster Collaborationas they usually work for multipleWhile contingent workers are not companies. They may also lack com- full-time staff, managers must en-pany-specific knowledge and expe- courage teamwork when possible. rience. Blending them into companyInvite them to relevant meetings and culture and processes can requireevents. Introduce them to key team extra effort. Falsely labeling them asmembers. This makes them feel like independent contractors instead ofpart of the team and enables better While there are prosemployees poses legal risks as well. teamwork.and cons to utilizingFor companies in fast-changing industries or with uncertain de- Consider Conversionnon-permanentmand, the pros of a flexible, scalableFor top performing workers, con-workforce often outweigh the cons.sider turning them into full-time employees,For those roles requiring special- employees. Contingent work often companies canized skills or knowledge, permanentserves as a trial period, and turning employees are usually a better choice.the best workers shows value for their implement strategiesAn optimal strategy for most compa- work. It also provides more stability nies is to maintain a balance of bothfor the company by bringing that role to onboard andcontingent and permanent workers. in-house for good.engage this talentTips for EffectivelyManaging a contingent work-Managing Contingentforce requires balancing freedom pool. With theWorkforce and teamwork. With clear guidance, feedback, and a path to growth, com-right technology,Managing contingent workers re- panies can build a highly productive training, andquires close attention and care. Herecontingent workforce. Treat them are the key tips for effectively manag- well, and they will become a valuable culture campaigns,ing contingent workforce: asset.companies canProvide Clear Expectations Conclusionseamlessly mergeBe clear about expectations, priori- Managing a contingent workforce ties, and deadlines. Contingent work- comes with its own unique boons contingent workersers are not full-time employees. Man- and banes. While there are pros and agers must provide detailed guidancecons to utilizing non-permanent em-into their teams. about roles and duties, which helpsployees, companies can implement avoid confusion and ensures properstrategies to onboard and engage this completion of work. talent pool. With the right technolo-Offer Feedback gy, training, and culture campaigns, companies can seamlessly merge Contingent workers often functioncontingent workers into their teams.alone, so offering regular feedback isAs the business world evolves, vital. Meet with them often to reviewsuccessful companies will embrace work and help them improve. This al- more flexible work arrangements. lows to recognize great performanceThey will tap into the skills of inde-as well. pendent contractors, temporary staff, and freelancers to drive success. The future of work is here.12ILLINOIS BUSINESS LEADER'