5 Tips to Kick-Start Your Contingent Workforce Program

By MBO Partners • November 4, 2024

5 MIN

Key points

To craft a strong business case for a contingent workforce program, start by clearly defining your program goals.
Assign a policy owner and set up a clear, efficient approval process to keep operations running seamlessly after the program starts.
Defining key success metrics to track is an effective way to consistently share updates on the program’s performance with your organization.

Getting full buy-in for a contingent workforce program can be challenging, especially when teams like legal, HR, sales, and marketing all have their own priorities. As you can imagine, those priorities don’t always line up.

To get everyone on board, you’ll need a clear plan that shows how the contingent workforce program benefits the whole organization. With each department playing a role, strong communication and teamwork are key to keeping everything running smoothly.

Thinking about starting a contingent workforce program? Here are five tips to help you hit the ground running and set yourself up for success.

Contingent Workforce Programs: 5 Steps to Success

1. Start With a Strong Business Case

To begin, clearly explain why a contingent workforce program is important for your company’s future. Highlight the key benefits such as increased flexibility, cost savings, and access to specialized skills. This program can also help simplifying hiring processes, reducing the time and costs involved in bringing new team members on board.

Next, set clear goals for the program. Determine whether you aim to reduce hiring costs, improve flexibility, or manage compliance risks more effectively. Having well-defined objectives will guide your efforts and make it easier to measure the program’s success over time.

Then use these goals to help promote the program internally. Communicate why it’s being implemented, how it works, and the advantages it offers to the company. This will ensure that everyone understands the purpose of the program and gets on board with its implementation.

2. Set Clear Policies

As part of your contingent workforce program structure, include a clear policy for independent contractor engagement. This policy should establish roles and responsibilities along with the rules for identifying, engaging, and managing your independent workforce.

Assigning someone to oversee the policy makes sure there’s accountability and clarity. You’d also be wise to set up a clear approval process when the program starts.

If necessary, provide additional training for hiring managers or HR staff involved in the process. Taking the time to educate employees about the program will help them fully understand the policy and share their knowledge with others.

3. Track Success Metrics and Performance

Setting clear success metrics is essential for tracking your program’s progress and keeping your organization informed. It helps you stay on top of how things are going and identify any areas that may need attention. Measuring specific goals makes it easier to show the impact of your efforts.

Holding quarterly business reviews is one way to monitor performance and share results with your team. These reviews provide an opportunity to discuss what’s working, what isn’t, and what adjustments are needed. They also keep your team in the loop and encourage transparency.

Beyond just tracking progress, using data to refine and improve your program helps maintain its effectiveness. When leadership and staff see positive outcomes, such as cost savings or easier access to top independent talent, they’re more likely to stay engaged. This continued support boosts your chances of long-term success.

4. Gain Internal Support

For the program to succeed, executives and key stakeholders need to grasp its importance and endorse it. Bring them in early during the design phase to encourage their involvement.

When presenting your ideas, clearly explain why the program is needed and how it will benefit the company. Then, provide a clear plan for ensuring its success.

Engage your stakeholders early and keep them informed throughout the process. Their support will make it easier to communicate the program to the entire organization.

5. Continually Improve by Gathering and Responding to Feedback

Sharing information about your program’s performance helps everyone in your company see its value. When people are informed and feel involved, they’re more likely to support it. Transparency builds trust and encourages engagement across teams.

Asking for feedback from both employees and independent contractors is also a great way to ensure your program is running smoothly. Their insights can highlight areas for improvement and help address potential challenges before they grow.

Understanding their needs and ideas can help you refine your workforce plans even further. A well-supported program benefits both your company and the independent contractors it relies on.

Additional Resources on Contingent Workforce Management

Looking to learn more about managing a contingent workforce? Check out these additional resources for expert insights and strategies to optimize your workforce:

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For more expert advice on contingent workforce management and working with independent contractors, follow MBO’s blog for valuable updates and insights. We cover essential topics, including Employer of Record (EOR) services, workforce compliance, workforce optimization, AI technology, and beyond, to help you build a successful workforce.