Photo of man working from home. The remote freelance workforce trends that accelerated because of ... [+]
The remote freelance workforce trends that accelerated because of the Covid pandemic are expected to continue growing according to a new survey by freelance platform Upwork.
“The rapid adoption of remote work over the last year and a half has sparked fundamental changes for businesses far beyond where their workforce is located, according to Upwork chief economist Adam Ozimek.
“It has also been a catalyst for a fundamental, tectonic shift creating drastic spillover effects in the way that businesses operate and manage their workforce. U.S. hiring managers, we can detect early signs of the changes taking shape that will impact businesses for decades to come,” he said.
Upwork Survey Findings
Covid Accelerated The Acceptance Of Freelancers
- As a result of the pandemic, 53%, of businesses said that remote work has increased their willingness to use freelancers.
Businesses Plan To Continue Using Remote Freelancers
- 71% of hiring managers plan to maintain or increase their use of freelancers in the next six months.
The Remote Workforce Will Continue Growing
- 27.7%, or 40.7 million Americans, will be fully remote in the next five years, up from 22.9% in their last survey conducted in November 2020.
Remote Working Has Changed Management Practices
- 67% of businesses reported that there were more changes to long-term management practices than a normal year, not including temporary changes that were caused by the pandemic.
There Is A Strong Demand For Skilled Tech Freelancers
- The largest increase in the use of freelancers is in the Web, mobile, and software development category; 80% of hiring managers said they have increased their use of freelancers in this category since the onset of Covid.
Advice For Business Leaders
Success Factors
Upwork’s Ozimek said, "It’s important for business leaders to think of remote freelancers as extensions of the team. Although freelancers will be mostly ready to hit the ground running on projects, managers should still be sure to set clear project goals and expectations. Providing remote freelancers with enough guidance and internal knowledge is key to ensure they can deliver the best work possible.”
The Right Candidates
Cayla Thurman is a reputation consultant for reputation management company Rizereviews.com, which works with remote freelance workers in lieu of full-time employees. She said, “One of the most important things you need to do in hiring remote workers is to find the right candidate. Do they have the right skills and credentials? Do they have the tools and equipment for the project? Will they be able to commit to the deadline?”
Onboarding Process
Brian Schneider is co-founder and CEO of Unconquered, an independent marketing agency. He said there are three key areas they focus on when working with freelancers:
- Set clear expectations. Clearly define their role, expectations, and how they should work with other team members.
- Make them feel part of the team as opposed to a vendor, which means you must have a healthy team culture in the first place.
- Enable them to work on projects and/or clients who are aligned with their skill set and interests. This is where you’ll see the highest quality of work as well as a sense of fulfillment among the team.
Avoid Micromanaging
Jenna Lofton, a certified financial advisor and small business owner, said, “The key is to not micromanage remote freelancers. It's important that you give clear guidelines about what needs to get done, but it's also important that you allow each individual worker a degree of autonomy when it comes to planning how they want to go about getting their work completed.
“In my experience, most freelancers have been incredibly communicative and open about setting milestones and deadlines so any problems can be solved quickly before they become too unwieldy to handle.” Lofton recommended that, “If you're not sure if they're working on their assigned tasks, just shoot them an email and ask!”
Efficient Communication
Thurman of Rizereviews.com noted that efficient communication is vital in managing remote workers. “Ensure that you lay out all the details of the project and communicate it to the freelancer,” she advised.
“Encourage the freelancer to ask questions, too, especially at the start, so there's no confusion along the way. On top of that, make sure you have regular check-ins with them to keep you updated on the project's progress. Having meetings at least once or twice a week would be an ideal timeline for this,” Thurman counseled.
Policies And Procedures
Kate Palmer, HR advice and consultancy director at Peninsula UK, said, “Having policies tailored specifically to remote workers can be a great way of making sure both staff and employers know how concerns will be raised and managed.”
She recommended that employers consider the practical elements of having a remote workforce and think about the best ways to:
- Communicate with and motivate their team.
- Ensure optimal performance levels and reduce any feelings of isolation or disengagement.
- Monitor the work of their teams.
- Effectively deal with any disciplinary or grievance issues that may arise.
Be Aware Of Legal Issues
In the U.S., there are important guidelines from the Department of Labor that corporate executives should keep in mind when deciding whether to hire freelancers (independent contractors) or employees. State laws may also apply, so be sure to consult with legal counsel.
Reuters reported in May that Labor Secretary Marty Walsh was considering whether gig workers should be classified as employees. As I wrote then, “The move would boost the Biden administration’s efforts to expand workers' protections and deliver a win for the country's organized labor movement, according to the news service.”
