Full-time employees and temporary employees are two different kinds of workers, with different mentalities and priorities.

An effective manager approaches each kind of employee differently. Contract employees aren’t completely beholden to the company they are doing work for and need to be treated as such. Also, these employees need to be motivated without the promise of a pay raise or promotion.

Here are a few tips on how to have a great relationship with your contract workers.

Understand their motivations

First and foremost, it’s important to understand why each contract employee is interested in working for you. They might be motivated by paycheck, the opportunity to acquire new skills, or the chance to work together with great people. Once you know what each contract employee is looking for, ensure you are delivering on those aspects of your arrangement.

Define expectations

While you need to be understanding of what each contract worker wants, you also have to set clear performance expectations, which might be a redesigned website or certain level of productivity. It’s sound practice to draw up a document that outlines exact goals and deadlines.

Because freelancers aren’t ingratiated into your company, it’s also crucial to supply them with context. In addition to talking about goals and deadlines, you should also connect them to the big picture, and why their work is important.

Include them in your culture

Research on contractors indicates that they want to work for organizations that treat them like a member of team. Therefore, it’s essential to steer clear of all the subtle differentiators that can make contractors feel as if they are second-class citizens in your organization. Even a small thing like several colored ID badges can make a contract employee feel like an outsider. Obviously, you ought to invite them to essential meetings and social events, and add them to any correspondence lists.

Some companies might be rightly concerned that making contractors appear too much like full-time staff members increases legal and tax liabilities, and therefore supervisors must take care not to overstep any employment laws or HR guidelines.

Give regular feedback

Not being a regular, full-time employee at a company comes with a certain level of insecurity that managers need to recognize. Letting your contract workers know what you think about their performance will help them and deepen your relationship. Furthermore, most contractors generally crave direction and feedback.

Just spending five minutes once per day talking about what is going right and what went wrong can give significant boost to contract workers. If they’re doing a solid job for you, make sure you thank them publicly. If they’re underperforming, be discreet, direct and reiterate the expectations you laid out earlier.

Are you looking for a strategic partner to help you meet your staffing needs?

At Quanta, we work hand-in-glove with our client companies to ensure that the temporary workers we provide are properly integrated for maximum effectiveness. If you would like to learn more about how we can help your company achieve its goals, please contact us today.