I have been in contract positions many times in my career and have been around even more. There has always been one thing consistent with all of those positions: contractors are never given goals. Why is that? Aren’t they part of the team? Now, I realize that there may be some HR or legal implications to treating a contract employee like a full-time employee, but there are great reasons to give them goals
Now, let’s define contractor for just a moment as there are several different types that could be considered. The notion of giving goals to contractors does not fit all contract types.
- Consultant: This type of contractor is typically an expert in his field. It wouldn’t be appropriate to set a goal for this type of contract employee. In fact, consultants may be helping YOU set YOUR goals
- Part-time / Short-term contractor: This contractor is usually an emergency fill-in intended to cover for an employee that may be out on extended leave or for a position that simply cannot have an empty spot. It would not be appropriate to give goals to someone who isn’t going to be here long enough to even write the goal down
- Long-term, staff augmentation contractor: NOW we’re talking! This type of contractor is fully engrossed in your team. This person will be on your team for long periods of time, typically 3 to 6 to 12 months at a time or longer. This person will be in your data, in your systems, and in your meetings daily – and having an impact on the team, whether positively or negatively.
Here are a few reasons why it is a good idea to give your long-term contract employee goals:
- Ensures they are always on the same page with the rest of the team
If they are doing their job while marching to the beat of a different drummer, your “band” may get confused. When that happens, your team can fall apart and your full-time, permanent team members may start to wonder why that contract employee isn’t playing well with others.
- Gives them something to work towards
Believe it or not, long-term contract employees want to work on the same goals as the team. Giving them the team goals that have been set gives them a target to shoot for. In addition to the team goals, personal goals helps them to grow. Goals can give the contract employee a reason to stop and analyze his or her work to verify that it meets standards . . . or beats them! In addition, having leadership work with them on individual goals helps develop the contractor even further which is a benefit for everyone.
- Helps the team to get better
As you bring the contractor in closer to your team, you will start to see something amazing happen; they will actually become PART of the team and start striving to help everyone succeed.
Leaders can do themselves, their teams, and their contract employees a favor by treating everyone the same. Respect, discipline, and trust will all surface when you lead everyone towards the same common goal. Leaving the contract employees out draws a line between them and the permanent team members. This causes a disconnect and will slow the progress you are trying to make in developing your team.
Although you cannot “treat” contractors like employees with regard to some benefits and perks, you can continue to develop them. Developing your team members is an essential part of what leaders do. I would say it is the most essential part. Don’t leave out your contract personnel, they are on your team too.
What do you do to help develop your contractors?