Yes, it is true that the contingent workforce is the workforce of the future. The same is also true that your traditional workforce is still a crucial part of the business. The challenge that lies ahead is maximizing the benefits of both types of employees for the best outcome. Both the traditional workforce and contingent workforce have their strengths and weaknesses. The key is to boost those strengths through meeting each employee’s specific needs and values. Just as technologies are constantly changing, our workforce is evolving, too.

Comparing the Traditional and Contingent Workforce

Traditional workforce employees come with an irreplaceable institutional knowledge. What types of things has the company tried in the past? How did it impact the bottom line? These team members also have long standing relationships with many inside the organization. It is easy for them to navigate the organizational chart. They also often take on duties outside of their job responsibilities. For example, the person is primarily focused on content creation for social media. They may also provide support to the sales team or supply crucial reporting data for the accounting department. The traditional workforce values stability, benefits, and longevity within the organization. The contingent workforce brings a level of flexibility to a workforce that allows the traditional workforce to grow and focus on their own strengths. They are utilized for a defined period of time and function as a contractor. To this end, the contractor status has inherent cost savings. Additionally, staff augmentation exists to help the traditional workforce move ahead on crucial projects to meet deadlines. Your organization can have fast access to pivotal high-level digital skill sets! Staff augmentation is used to implement new systems, software, and technologies pushing companies forward through necessary digital transformation. These transformations help you stay relevant with your customer base. The contingent workforce has a lot of experience working in many industries and for different companies. So, they bring a fresh perspective to the company and to the traditional workforce pushing your ideas to the next level. In fact, many say they bring intense focus and loyalty to the project without the heavily rooted company influence. For this reason, they add a vital asset for project innovation and success. The contingent workforce values variety in types of work, location, and flexibility of hours. Additionally, they value the ability to focus on their unique capabilities.

Maximizing the Strengths of Your Blended Workforce

In the past, management consultants advised that employees should improve their weaknesses. Now, they have changed their tune. What if people spent their energy maximizing their own unique strengths instead of spending that same energy improving a weakness? Would that create a more positive work environment? Would that actually bring out the absolute best in someone? Is it possible that this could shine a light on a unique strength? This new perspective is opening up new ways of thinking about how we utilize all members of our blended workforce.

Steps to Build the Relationship in a Blended Workforce to Drive Meaningful Change.

1. Ensure everyone involved is aligned to the business strategy with a flexible framework and end goals.
2. Pair up someone from your traditional workforce to “manage” the contingent workforce. Make sure the contingent workforce is introduced to the team and goes through a similar, albeit shorter, onboarding process.
3. Reassure your traditional workforce that a contingent workforce is there to support them. They will leverage your strengths taking the entire team to the next level.
4. Make sure that the contingent workforce also goes through a screening process. Establish that this person or team can fill the skills gap with the proper industry and technological experience.
5. Give visibility to all involved so they make well informed decisions.
6. Treat both the traditional workforce and the contingent workforce team members as they are truly a part of the team. Even if the contingent workforce is only scheduled for two months, they need to feel valued for optimal performance. Maybe you will end up working with them again on future projects.
7. If your team is not remote, invite the contingent workforce to team building events and gatherings.
8. Maximize creative collaboration. Use this time to give your permanent workforce the energy and excitement needed for the future. They want to keep up the good work after the contingent workforce has ended the project.

This healthy mix of full-time traditional employees and a contingent workforce makes sense for the long term strength of your business. Give your permanent team members the ability and tools needed to achieve this kind of success. The kind that can only be achieved through a blended workforce. With the right mix, limitless possibilities can be achieved in your organization. Reach out to the TECKpert team today to assess your needs and find the experts needed for digital transformation today.