Giving Your Contractor Goals: Why it’s a good idea

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:

  1. 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.

  1. 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.

  1. 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?

2014 – Year in Review

As 2015 revs up, I can’t help but look back on the 2014 and think about all that happened, good, bad, and otherwise. There have been some successes, but mostly, I have had opportunities for . . . ahem . . . improvement. I got another year older, another pound heavier, and watched my kids get another year older too. I did accomplish many goals, however, and I am thankful for that, but I feel I might have been able to do more. Sure, I have five children and they take up a lot of time, but I’m not sure things were prioritized as they should have been.

As I look back, I am of the opinion that my resolve to #connect (see my post from January 1, 2014) may have fallen a bit shorter than I had hoped. Well, that’s okay, as I have more resolve left, and will overcome my own shortcomings.

Here are my yearly blog stats:

  • 8 blog posts
  • 630 views
  • 21 views on my highest day (all-time is 32)
  • 64 different countries (ok, that’s pretty cool to me)
  • Two sites (other than Twitter, and LinkedIn) referring (needs to be better)
  • 0 guest posts (ouch – need to fix this)

Not super stellar, but better than nothing, I guess. As for my personal goals, I did okay here too:

  • Finished reading the entire Bible
  • Renewed my PMP certification 5 months early

Sure, all of these need work. I am committed to working on them all and doing more in 2015. I know my beautiful and supporting wife will help me through it all.

Here are my goals for 2015:

  • Focus on the #OneWord resolution for 2015: #Prioritize
  • Read the Bible through again using the YouVersion app– this time in one year
    • If you don’t have the YouVersion app on your mobile device, it is available for free and is absolutely fantastic! (www.youversion.com or www.lifechurch.tv) If you do not know Jesus Christ, I’d love to connect with you to share the good news of what He has to offer.
  • 24 blog posts – that’s two a month
  • More than 1000 views for the year
  • More than 33 views for a single day
  • Readers from 65 different countries
  • Four site referrals (double 2014)
  • Be a guest blogger for at least one site

So, there it is, my personal goals for 2015. Feel free to hold me accountable and encourage me as I am sure that I’ll need both at some point. As a “hobby blogger” sometimes, things can get pushed aside accidentally.

If you have a topic you’d like to read an opinion about or to gain some additional perspective on, please let me know. I would love to write on things that matter to you most. I wish you a happy and prosperous new year!

Earned Value

I use EVM (Earned Value Management) on all of my projects. The project stakeholders love the real-time look at actual progress acheived.

There is a difference in what percent complete really means . . . Do you want to know more?

If you don’t mind, please take this short poll so I can see where we all stand.

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