Staffing Industry Analysts recently estimate that US companies spent $792 billion on the gig workforce in 2015. As with many strategic initiatives, the decision to use on-demand workers is made at the executive level.
This makes sense, given they have a bird’s eye view of their companies’ current and future workforce needs. While they often stay engaged in a way as a stakeholder, the ultimate success of this workforce strategy falls to the middle managers responsible for the day-to-day oversight of these on-demand workers.
Harvard Business Review shared seven tips for managers to set up their external workers for success. Among them:
“Kickstart the work and relationships. Good managers know that external hires need an on-boarding experience that lets the work start fast and strong: clear goals, well-defined schedules and milestones, agreement on performance expectations, and early investment in agile working relationships with internal colleagues.
While thinking about on-boarding talent that you don’t even “own” is counterintuitive, the likelihood of project success falls significantly when agile talent operates without a clear understanding of the work and their role. In our research, only a third of executives describe their organization as effective on this dimension.”
For six more, read the Harvard Business Review article, Managing On-Demand Talent.