COVID-19 has revolutionized the workplace.

Employers have now turned to seeking talents for a short time rather than hiring full-time to reduce costs. If you are planning to follow the same route, know that there might be challenges along the way. For example, your management skills for full-time employees may not be suitable for the independent workers. If they are working away from the workplace, it may be hard to tell whether they will deliver on time or not. Also, it may be hard to align them with the core organizational goals if they keep coming and leaving.

In spite of these challenges, you can still get the most out of the gig economy and drive the company to desired heights. Here are some of the tips that you can implement.

1. Hire the right candidates

The easiest and most assured way of ensuring organizational excellence is hiring the right people in terms of experience and conduct. You can ask your team or seek recommendation from your contacts but that will limit your options and chances of getting the right candidate. To find the right people, work with a recruitment agency that has a history of successfully matching candidates with opportunities and organizations. You will soon discover that hiring the right candidate is the basis of excellence in the gig economy.

2. Restructure your HR department and practices

Candidates in the gig economy can be working part-time or as projects roll in. If you are also managing your full-time employees, you may be overwhelmed by the varying needs you need to collaborate to steer the company towards the desired direction. This is why we recommend strategic HR organizational and development training. The knowledge gathered will come in handy in planning how to effectively manage different teams and making the most out of each individual.

3. Discuss the terms of service in detail

Oftentimes, employers and candidates in the gig economy find themselves in tight spots due to inadequate information in the early stages of the working relationship. This can be in terms of types of projects, duration of payment, corporate values and standpoint, deadlines, and others. Such conflicts can escalate to damage the company’s reputation or drag some crucial projects thus putting the company at great financial risk.

To prevent the conflicts, do not assume that since they know how the corporate world works, they will act appropriately. Instead, lay everything out on how you expect the working relationship to be such as project deadlines, expectations, payments, conduct, the best communication platform, emergency contacts, and others.

4. Invest in project management tools and skills

The main challenges when working with part-timers and project-based candidates is missed deadlines and poor communication. To avoid this, invest in project management skills and tools.

5. Have an inclusive system for all

Independent contractors or consultants are gone as soon as the projects end. As a result, you may be pushed to think that there is no need for creating a relationship. You would be wrong. An inclusive environment goes a long way of ensuring organizational excellence. It will motivate them to input their time, resources, and expertise fully for the success of your company.

6. Help where possible

Independent contractors are assumed to have all the tools and skills necessary to carry out different projects. But sometimes, the tools can be insufficient or unsuitable for the assigned projects. Rather than letting the situation pan out, help where you can. After all, they are working towards some goals for overall excellence of the company. You can thereafter agree on how to handle such situations in future.

7. Limit micromanagement

Fear when working with independent candidates for the first time or repeat is common. After all, stories of some independent workers disappointing employers are all over to internet. To prevent such disappointment, some HRs and managers turn to micromanagement. Although it is necessary and has its list of perks, it is often not the best approach. This is why we recommend the two most effective solutions; hiring right and leadership and management skills. The right candidates need little to no supervision and are known to surpass project expectations. Leadership and management skills will help you to encourage and guide rather than control.

8. Meet your end of the bargain 

Many relationships turn sour between employers and independent workers due to unfulfilled promises. Although this may not appear disastrous from your end, it can greatly affect the working relationship with the candidate and eventually, the success levels of the company. They can feel demotivated to work on the projects and deliver substandard results or intentional delay the most crucial. Strive to meet your end of the bargain and communicate changes on time. It is an effective way of creating a sense of belonging and encouraging the independent workers to input more in the company.

Final words,

Organizational excellence is the result of collective effort. And with the COVID-19 posing more challenges to businesses, it may be inevitable for you to hire candidates for a short term in the coming days. Some of the tips listed above will help you to ensure organizational excellence.