Five years on from the beginning of lockdown and the world of work is not what it used to be. Apart from the rise of remote working, the pandemic years brought about a rate of technological advancement in a few years that is equivalent to the previous 50. While many in-person businesses closed, the gig economy exploded with 2.1 million workers going into freelancing in 2020 alone.
Jeremy Lang, managing director at Business Partners Limited, notes that in South Africa, this migration to freelancing was motivated by unavoidable retrenchments and widespread economic instability. Across the world, another mass exodus from traditional work occurred in 2021 when workers voluntarily left their jobs driven by a desire for better opportunities and improved work-life balance in what is now referred to as the Great Resignation.
The hybrid model became the go-to strategy when lockdown was lifted, but recently there’s been an increase in return-to-office (RTO) mandates from companies of all sizes. Those who have experienced a taste of remote work, however, are creating their own hybrid models completely independent of permanent employment working out of local co-working spaces with other like-minded people.
For small and medium enterprises (SMEs), this shift to contract work, as opposed to permanent employment, holds numerous benefits. Here are three significant benefits of hiring freelancers:
1. Cost savings: Businesses can reduce overhead costs such as salaries, fringe benefits, and office space by hiring freelancers only when needed.
2. Access to skills on-demand: SMEs can tap into a global talent pool with expertise in niche areas without committing to long-term employment. External professionals also bring diverse experiences and creative insights that can enhance business strategies and outputs.
3. Flexibility to scale: Freelancers allow businesses to quickly scale up or down based on project demands, making operations more agile.
While there are challenges that this model presents, such as managing the quality and consistency of the work being produced by different contractors and legal and contractual considerations, for SMEs, hiring freelancers usually has more pros than cons. Professional freelancers who work on a project basis tend to have a strong focus on efficiency, which is highly conducive to the fast-moving nature of SMEs.
To work effectively with freelancers, here are three practical steps that business owners and SMEs should heed:
1. Get it on paper: Avoid misunderstandings, mitigate risk, and manage the relationship by putting a policy in place to govern the process. A legal agreement should include the scope of work, the contractor’s fee, how many revisions are included, the fact that the agreement does not constitute full-time employment, and a non-disclosure agreement where necessary.
2. Respect their autonomy: Freelancers are independent contractors, not employees. They manage their own time and work schedules, so the small business owner needs to trust them to fulfill their contractual agreements. It’s important to respect their processes and avoid micromanaging.
3. Pay on time: A reliable freelancer that understands your brand is a rare find, and that relationship should be treated as a long-term investment. Be diligent about paying promptly to retain access to their services. Freelancers may charge 50% of their fee upfront as a deposit to safeguard themselves against non-payment.
Approach freelancing strategically by setting clear agreements, boundaries, and maintaining mutual respect. In doing so, SMEs can build strong, reliable relationships with independent professionals, gain access to top-tier talent, and create a cost-effective workforce that supports long-term business growth.
