Dr. Gleb Tsipursky – The Office Whisperer
Cat Johnson – Coworking Marketing Maven
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Andrea Pirrotti-Dranchak – Competitive Advantage
Jonathan Price – CRE & Flex Expert
Jeremy Fennema – Tech Innovation Alchemist
The flexible blended workforce has officially made its way to the mainstream of today’s organizations. These positions allow organizations to size up or down and find freelancers for specific projects.
Using digital talent marketplaces, companies can temporarily fill in a job with the specific skills and experience they require.
While this transition can work great, it is important for an organization to properly implement a flexible blended workforce that benefits all parties involved.
First, companies should communicate a clear workforce strategy and where freelancers fit in it. Establishing what role freelancers play, whether they are remote or on-site, in the grand scheme of the organization can alleviate concern for full-time employees who may believe their jobs are at risk.
Practicing performance management for freelancers can also help make the most out of this blended workforce. Assessing performance on a regular basis and practicing two-way feedback can ensure that your company is taking full advantage of this set up. This can also help get the best work from freelancers
Making sure freelancers feel apart of the team can also help boost their productivity. Several freelancers often feel left out, so allowing them to join in on relevant meetings and team training can help them feel a stronger connection to the firm.
Proper training is necessary to integrate freelancers into the team. Many freelancers expect a collegial relationship, rather than a subordinate one, so it is vital that managers recognize this and operate their training accordingly.
