When our organizations hire contractors, it can be easy to assume that they will be with us for at least the length of time stipulated by the role offered to them; but contractors often have the right to leave employment earlier than originally agreed, and some choose to exercise it.
Putting time and resources into hiring the right contractor for the job means that you want to retain them for the duration of the project, but how can temporary employees be encouraged to stay with your company for as long as you need them to?
Understanding the reasons why a contractor may choose to part ways with you earlier than anticipated is the first step to inspiring the levels of commitment that you need. Let’s explore some of the common reasons why a freelance worker may not last the distance:
1. Misrepresentation of Role
Your contractor may not be undertaking the job specification they were expecting, leading them to move on to something more suitable. Combat this by ensuring that candidates understand what is expected of them and what a role entails before beginning work, and that the brief for your project or position is clearly communicated ahead of time.
2. Lack of Engagement
If your contractor isn’t receiving the chance to upskill, or to receive training to better their performance, they may feel the role does not present the right level of challenge or fulfilment. Keeping your contractors engaged with opportunities to improve their own abilities and to earn additional skills that can add value to their career will earn loyalty towards your organization and increase working satisfaction.
3. Practicalities
Contractors are well versed in moving from role to role, and are likely to view leaving a position with less trepidation than a full time permanent employee. Therefore, if they tire of a lengthy commute, wish to change their working schedule or are offered another position, they may not be phased by moving on to something that better meets the practicalities and logistics of their life. Combat this readiness for constant change at the hiring stage by sourcing contractors that are the right fit for your business, that have demonstrated completion of longer term contracts, and that are prepared to stay for the full duration.
4. Integration
If a contractor does not feel as though they are fully onboard with the company, believe themselves to be disconnected from their colleagues, or have not been correctly welcomed or provided for, they may not enjoy their day to day working life. Appreciate your contractors by ensuring they have everything they need, from the correct working space to the necessary access and equipment to perform their tasks. Include them as a part of the team, and take measures to help them settle in.
Reduce Contractor Attrition with Contractor Compliance
Contractor Compliance helps hiring organizations source loyal and productive contractors, and to facilitate an effective onboarding and communication process. If your company could benefit from finding suitable workers, retaining hired contractors and managing compliance for multiple third parties, book your free demo today and be sure to subscribe to the blog for all of our latest news and advice.
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