![\"\u0646\u062a\u064a\u062c\u0629](\"https:\/\/bloghubstaffcom.lightningbasecdn.com\/wp-content\/uploads\/2019\/06\/The-Definitive-Guide-to-Building-a-Remote-Team@2x.png\")
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Some remote workers (freelancers) often handle important tasks for your project that your full-time employees don\u2019t\u2014making you rely on them to be <\/span><\/p>\n by your side. So how can you make them feel like an integral part of your team?<\/span><\/p>\n Remote workers now make up a large and growing share of the global workforce. According to 2018 statistics, around 46% <\/span><\/p>\n of workers choose to work remotely because it offers flexibility and balance as an alternative to mandatory office-based work.<\/span><\/p>\n Of course, entrepreneurs benefit from this trend too: access to talent on demand helps lower labor costs and reduce overhead, thereby <\/span><\/p>\n Increase productivity.<\/span><\/p>\n However, this type of work also comes with challenges, both for freelancers and for the entrepreneurs who hire them. For example, <\/span><\/p>\n some of these groups face psychological struggles, giving up the sense of security that comes with a steady salary and a defined career path, which makes them more <\/span><\/p>\n prone to burnout and physical exhaustion.<\/span><\/p>\n If your work depends on temporary workers, contractors, freelancers, independent consultants, or others, make a concerted effort to make <\/span><\/p>\n your company mutually beneficial, so you can build more relationships, by following these tips to get the most out of freelancers or employees<\/span><\/p>\n \u0639\u0646 \u0628\u0639\u062f \u0628\u0634\u0631\u0643\u062a\u0643:<\/span><\/p>\n .<\/p>\n \nFirst, make sure your remote employees genuinely want to be part of your team. Building a strong relationship with them will undoubtedly benefit your company as a whole. <\/span><\/p>\n They can continue to receive support from your company while earning income from their freelance work at the same time. They can do their work exceptionally well, and to <\/span><\/p>\n the fullest extent\u2014this is truly a huge competitive advantage for your company.<\/span><\/p>\n To ensure these people feel like part of your team, you need to create a give-and-take relationship with them: whenever they give their time, they should get something in return, whether that\u2019s <\/span><\/p>\n a rewarding financial return or recognition for their work and the value they bring to your company.<\/span><\/p>\n .<\/p>\n \n \nFull-time employees can easily communicate more often than their geographically isolated remote-worker and freelancer counterparts, which means you need to <\/span><\/p>\n Be careful not to leave them out, as this can create a particular challenge for these workers and, in turn, reduce productivity.<\/span><\/p>\n To avoid this problem, your full-time employees can use a wide range of channels to communicate\u2014not only with one another, but also with freelancers and <\/span><\/p>\n remote workers. Work with the managers responsible for your project to identify tools that make it easy for your full-time employees to communicate with temporary <\/span><\/p>\n or remote workers.<\/span><\/p>\n Once you\u2019ve chosen the tools they\u2019ll use to communicate, establish clear guidelines for how to use them. This is key to maintaining <\/span><\/p>\n smooth communication. For example, the communications team might overlook or neglect to email urgent requests to operations workers <\/span><\/p>\n on freelancers for your project, which can lead to delays. Instead, have your permanent employees communicate with their remote counterparts, especially about <\/span><\/p>\n time-sensitive matters, and ask them to send their feedback by email to keep your internal workflow on track, coordinating with the team responsible <\/span><\/p>\n for managing remote workers.<\/span><\/p>\n .<\/p>\n \nWhen it comes to your permanent team members, you\u2019ll carefully place the right people in the right roles to move your company forward. Take the same approach <\/span><\/p>\n when selecting and managing remote employees. Using them wisely means knowing how well they align with your company\u2019s overall goals.<\/span><\/p>\n To put this into practice, experts recommend tracking remote employees\u2019 work across different departments or business units, while keeping an eye on metrics such as: <\/span><\/p>\n average pay rates, operating expenses, average project duration, and more. This will give you the big-picture view you need to determine whether you\u2019re placing contractors like these <\/span><\/p>\n in the right roles, just as you do with your full-time employees.<\/span><\/p>\n Finally, you can avoid conducting a comprehensive manual assessment of all the above\u2014particularly when determining whether a department needs more support from your workforce <\/span><\/p>\n or whether a department is leaving its contractor budget unused. Many work management software solutions can handle this entire process <\/span><\/p>\n and provide actionable insights, helping you see whether your efforts are paying off\u2014especially in terms of what you\u2019re trying to achieve with your independent workforce.<\/span><\/p>\n .<\/p>\n \nTo keep working with your remote workers, offer more than just competitive pay. Provide additional benefits, such as health insurance, as Uber <\/span><\/p>\n and Instacart did by partnering with Stride Health to act as a health insurance broker for remote workers.<\/span><\/p>\n Of course, it\u2019s not just about good pay. You\u2019ll likely still save money by working with freelancers instead of hiring in-house talent to do the <\/span><\/p>\n same work. That means paying these workers fairly and promptly, and letting them know about potential future opportunities so they see you as a priority client.<\/span><\/p>\n \nSimilarly, giving them opportunities to take on new projects or learn new skills will make your organization a place they want to work with.<\/span><\/p>\n Freelance work is no longer a glimpse of the future\u2014it\u2019s a reality today. So make the most of your relationships with freelancers by improving your communication. <\/span><\/p>\n \u0627\u0644\u0641\u0639\u0627\u0644 \u0645\u0639\u0647\u0645.<\/span><\/p>","protected":false},"excerpt":{"rendered":" \u063a\u0627\u0644\u0628\u064b\u0627 \u0645\u0627 \u064a\u0624\u062f\u064a \u0628\u0639\u0636 \u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646 \u0639\u0646 \u0628\u064f\u0639\u062f (Freelancer) \u0623\u0639\u0645\u0627\u0644\u064b\u0627 \u0647\u0627\u0645\u064b\u0629 \u0644\u0645\u0634\u0631\u0648\u0639\u0643 \u0644\u0627 \u064a\u0642\u062f\u0645\u0647\u0627 \u0645\u0648\u0638\u0641\u0648\u0643 \u0627\u0644\u062f\u0627\u0626\u0645\u0648\u0646\u061b \u0645\u0627 \u064a\u062c\u0639\u0644\u0643 \u0641\u064a \u062d\u0627\u062c\u0629 \u0645\u0627\u0633\u0629 \u0644\u0623\u0646 \u064a\u0643\u0648\u0646\u0648\u0627 \u0628\u062c\u0648\u0627\u0631\u0643\u061b \u0641\u0643\u064a\u0641 \u062a\u064f\u0634\u0639\u0650\u0631\u0647\u0645 [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":20097,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[1909,3636,828,793,4007,2055,20082],"class_list":["post-20096","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-freelancer","tag-3636","tag-828","tag-793","tag-4007","tag-2055","tag-20082"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/20096","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=20096"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/20096\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/20097"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=20096"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=20096"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=20096"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n<\/div>\n<\/div>\n1. The give-and-take principle<\/span><\/h2>\n
2. Never sideline them<\/span><\/h2>\n
3. Make strategic use of your remote employees<\/span><\/h2>\n
4. Offer benefits beyond salary<\/span><\/h2>\n