Contingent Worker (in gig economy): A temporary worker employed on a non-permanent basis.
Contingent Worker
Individuals engaged in temporary jobs, often found in the gig economy. They work on a non-permanent basis, meaning they may be hired for specific projects or tasks that do not require a long-term commitment from employers.
What is a contingent worker
A Contingent Worker is an employee who is not on a permanent payroll and typically works under a contract for a defined period or for a specific project. These workers can include freelancers, independent contractors, and outsourced labor, among others.
Consider a retail company that hires seasonal staff during the holidays. These workers are considered contingent because they are not employed year-round and their roles will end once the holiday season concludes.
Not to confuse, a Contingent Worker is not a full-time employee. Full-time employees have a steady, long-term commitment within an organization, receiving benefits such as health insurance and retirement plans. On the flip side, a contingent worker has greater flexibility, but they also miss out on traditional employment perks.
The rise of the gig economy has led to an increase in contingent work. Businesses leverage contingent workers to manage peak seasons without the added burden of permanent hires. For instance, an event management company might engage freelance photographers to cover events only as needed, rather than maintaining a full-time photography team.
In the context of workforce management, companies must adapt their strategies to effectively integrate and manage these workers. For instance, effective communication is vital since contingent workers might not share an office or be on-site regularly. Employers should establish clear expectations and reliable channels for task assignments. Moreover, organizations may benefit from tracking performance metrics for their contingent workers to ensure productivity matches their goals.
Contingent Worker: best practices
Communicate clear expectations to your contingent workers. Jumping into a project without defining roles can lead to confusion and productivity loss.
Integrate them into your team culture. A contingent worker who feels part of the team is more likely to contribute positively.
Utilize efficient scheduling tools for task management. This keeps everyone in the loop and helps contingent workers know what’s next on their agenda.
Contingent Worker: common pitfalls
Failing to onboard contingent workers effectively can create gaps in understanding and communication. Always take the time to orient them about your company’s culture and goals.
Neglecting the integration of contingent workers into team dynamics can lead to isolation and a drop in morale. Ensure they feel included in team meetings or social events.
Overlooking compliance and legal considerations can have serious repercussions. Always familiarize yourself with labor laws related to contingent employment and ensure your practices are compliant.
How we can help
Zelos Team Management is a modern workforce management app that aligns with best practices for managing contingent workers. Our software facilitates smooth communication and task management, making it easier for you to engage with and onboard these essential team members. We invite you to try our app and sign up for a free account on our website.