For most companies recognition is fast becoming de rigueur for employee engagement. Truth be told, it has started to jump the shark from being something companies pay a lot of attention to, to something most companies just find someone with a technology solution and plug and play it. While any recognition is better than none – an intentionally crafted one is orders of magnitude better.
But that topic will find its way into a different post. This post is on what to do with your 1099 employees.
Most companies have W-2 employees. But there are a ton of companies that have not only W-2 employees but a rather large contingent of 1099 contributors.
This was brought to my attention on a new community I started on Google Plus focused on Rewards and Recognition. From the comment in that community:
During the holidays it’s been interesting to see the difference in how companies have treated long-term contractors (10+years) versus employees. In the software industry many people prefer to be their own employer, although dedicated to a single client. But shouldn’t these people be with years of acquired knowledge be treated just a bit differently than a regular vendor by the Company? Doesn’t motivation and recognition have an impact on their performance?
As the poster mentions – there are many companies (software is one in particular) where a good part of their deliverable to the market is envisioned, created, programmed, designed, packaged and sold by non-employees. In other words – the people that don’t “officially” work for the company are pretty damn important to the company to remain competitive and be successful.
I’ve yet to see anything in my rather large google alert net that addresses this issue.
Frankly – it isn’t something I’ve spent time on in the past. I won’t be making that mistake in the future.
And neither should you. Take some time and see if you can pull a list of your contractors and see if you can identify how long they’ve been working with you and what contribution they’ve made. If you have a bunch of long-timers in that list it might make sense to reach out to them on a regular basis and provide some recognition and rewards. For those “hired guns” money matters – until it doesn’t.
In other words, if you just ignore them and treat them like interchangeable cogs in the machine you could lose them to your competitor. However, if you treat them better, stroke their ego and their pocket you could keep them even in the face of a competitive offer.
Just something to think about.
The more you know…
Originally posted on on Incentive Intelligence