Whether you are a professional virtual contract employee or a newbie contracting for small, medium to large corporations, here are 12 survival tips to keep your sanity and longevity while on assignment:
Once you accept a‘temp-to-perm’ assignment, don’t expect a full debrief about the team, manager and culture. You are considered a short timer. Don’t fall for the ‘fairy dust, ‘if I perform well enough they will eventually bring me on full-time.’ Your length of stay is only as good as the client’s budget and your performance. That’s your full-time.
Not all FTE co-workers are your friend. Some might be infiltrators, blockers, or distractions. It is “them vs you” mindset. Since you are not a FTE, you become fair game to be targeted as a scapegoat when things go wrong on the team. It could be an initiation until they can trust you. If they complain or whine about an issue, you can either join them, remain silent, or take a risk by speaking up. If you chose the later, be prepared for them to turn on you later until you conform. Decoded: Stay alert and on guard at all times - keep the target off your back.
Stay connected. Attend virtual team meetings regularly. Read client’s emails for updates with the organization. Connect with like-minded virtual workers. Create a non-judgmental environment to express your celebrations, best practices and get social interaction. Also, take time off to get creative, energized and refocused.
If you notice your fellow virtual co-workers dropping off the team like flies, know that a re-organization is on the horizon. The hiring managers have been tasked by upper management to streamline their teams and weed out the weakest link(s).
If you have a conflict with a fellow virtual team member, do not get the client involved. You do not report to them as a FTE. Pick up the phone and discuss in a professional manner. Agree to disagree, respect, and learn from each other. Later on, you might need to list each other as a reference or referral.
Don’t be quick to share all your job knowledge or vision. Keep a reserve to remain valuable and are in a position to effect change. If you share too much and help everyone, you will soon notice the people around you are suddenly getting promoted or being hired on full-time thanks to you!
Build a decent relationship with your agency and hiring manager responsible for hiring virtual employees for the company. Depending on your assignment, some companies only allow contractors to work a certain number of hours, then release them for 100 days then re-hire them. If this is you, build the relationship while on assignment. Before the 100th day arrives, express your interest to the decision maker and agency that you like to return when the days are complete, if desired. Periodically, drop an email to inquire about any ‘plum’ assignments that could be a mutual fit. Until then, keep it moving on other assignments until you get a callback.
Take responsibility to fund your own benefits. Some staffing/recruiting agencies offer benefits – after you have put in a designated number of hours over three years or more. Check your agency or firm's policy. What happens if you haven’t met the requirements for coverage? You might be SOL, especially if you are single or have a domestic partner who cannot add you to theirs. Get smart and research affordable health coverage while Obamacare continues to work out their kinks.
Don’t be afraid to negotiate for more money! You are at the top of your game and the agency is doing well. When the client prepares for their performance reviews and budgets are approved, ask your agency to negotiate for a piece of the money pie. Be prepared to discuss your contributions to the team, review measurable performance and feedback, etc. Also ask to receive regular feedback from clients you support to narrow any gaps. It is too dangerous to assume everything is fine, especially when working virtually. Trust me – the client and your agency are constantly sharing updates on your performance.
10. The money is rolling in and life is good. That’s great but don’t get too comfortable in this economy. You should save at least 5%-10% of your earnings into a ROTH IRA account or emergency savings to tie you over should your contract terms early or in between assignments.
11. Even virtual employees want to work with people they respect and can learn from. Unfortunately, there are times you will get blind-sided by a senior FTE team member who doesn’t feel the same. No matter what you do, they constantly critic your work, especially if you are outperforming the person you replaced or refuse to stroke their ego. Document! Document! Document! Be ready to fire off a S-O-S signal to your agency to get you out safely because they are gunning for you to get removed from the group. Again, they are FTEs, you are a contractor. Also beware of what they report to your agency which could also taint their view of you. If this happens, it is time to find another agency, especially if they are unwilling to hear your side. This could also be the push needed to pursue your dreams because you were experiencing burnout anyway.
12. There is no allegiance from the organization no matter how many recognition emails for job well done or other accolades. The only way to land a full-time gig is that you successfully train and pass team boot camp, maintain your reputation with professionalism, master emotional intelligence, keep productivity up and the hiring manager makes it happen.
It takes time to build credibility and respectable relationships as a virtual contract employee. At the end of the day, don’t buy into the hype as every organization is suitable, not perfect. You get to make the conscious decision how your passion, purpose and values aligns with the culture of an organization that will determine your success. Focusing your energy how you ‘show up’ each day to play is what makes you an ‘all-star’. Game on!