Sign up for our free newsletter.
Recently I wrote that delegating to employees is essential if you want to build a business. But modern solo and small law firms often use independent contractors as well. Working with independent contractors is similar to working with employees in some ways, but different enough to merit its own post.
Before you delegate anything to an independent contractor, make sure you are working with the right one. This means ensuring they have the requisite range of skills and knowledge for the task at hand, of course. But also, just as you want to hire and manage employees based on your firm’s values, you should seek to work with independent contractors who share those values.
Your firm’s values are like a core set of expectations that apply to everything you do. So if you and your independent contractor share values, it will be much easier to set expectations and get on the same page at the beginning of a project or task. Of course, this is more important with contractors who you hope to have a long working relationship with, or who will be working on client matters. But it’s worth looking for contractors who share your values as a general rule.
Just as with an employee, you must start your relationship with an independent contractor by setting expectations. If you are posting a request for a proposal to a freelance marketplace, for example, make sure the posting contains a good description of your intended outcome. If there is a deadline, include it along with a time estimate. For example:
You could also include a link to your firm’s core values statement. (If you haven’t taken the time to write them out, that’s something you should definitely do.)
When you interview candidates, or start a new project with a contractor you already have a relationship with, take the opportunity to add important context, like strategic considerations that will help your contractor understand the big picture. Make sure they know what additional resources are available to them, such as your legal research platform.
As with an employee, always state the obvious. Just because something is obvious to you doesn’t mean it will be obvious to your contractor. Make it clear to minimize mistakes.
You should have a short weekly check-in with your independent contractor while the project is underway to maintain communication and momentum. When you check in, focus on three things:
Aim to keep your check-ins to about 10 minutes or less. The goal is to maintain momentum and remove obstacles, not suck up valuable time with meetings.
An independent contractor can only fix problems if they know about them. If they are doing a good job, tell them to keep up the good work. If the project has gone off the rails, work together to figure out how to get it back on track.
And at the end of the project, make sure they know how it went from your perspective.
Be constructive, of course. Start with positive feedback, then make a gentle transition to what needs improvement. Approach problems as an opportunity for improvement for everyone rather than worrying about who is to blame.
A reliable independent contractor can be an essential teammate in serving your clients when you are swamped or need to rent someone’s expertise. Setting expectations, maintaining communication and giving constructive feedback should help you get there.
Get really good ideas every day for your law practice: Subscribe to the Daily Dispatch (it’s free). Follow us on Twitter @attnyatwork.
Sign up for our free newsletter.
Do you know how much time you spend on nonbillable versus billable work? Try this exercise before making decisions about your practice.May 16, 2019 0 1 0