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The Real Challenge Of Managing Freelancers

Published about 2 months ago • 2 min read

Most advice on managing teams assumes everyone works for you full-time, in the same building, on the same schedule. That assumption hasn't been true for years.

Your team probably includes a freelance designer juggling two other clients, a fractional product manager who vanishes after Monday's standup, or a part-time engineer with more experience than half your full-time staff. Leading a team like this isn't just "regular management, but smaller." The rules actually change.

Here's the core insight: ambiguity costs contractors far more than it costs anyone else. A full-time employee who's a little confused about their role has weeks to figure it out. A contractor working fifteen hours a week doesn't have that runway—every unclear hour is an hour stolen from your team's output. And the fix isn't complicated, it's just deliberate.

  • Define role clarity from day one. Answer up front what decisions they can make alone, what they own versus contribute to, who they can coordinate with directly, and what success looks like. Full-time employees get onboarding to figure this out gradually; contractors don't have that cushion.
  • Protect their time. Before adding a contractor to any meeting, ask if the outcome would change without them. If not, leave them off. Build a few high-value touchpoints instead of maximizing invites.
  • Give them a real reason to care. Money buys security, not investment—purpose does that. Keep a "wins" folder and share praise and outcomes publicly so fractional team members see the impact of their work, not just the invoice.
  • Name the tension before it festers. Full-time staff notice when contractors get flexibility or praise they don't. Be direct about why fractional support exists and how it helps, rather than letting resentment build in silence.
  • Build trust through small, deliberate acts. You don't get the casual hallway conversations that build trust organically with full-time staff. Be transparent, follow through on commitments, and take a contractor's feedback seriously—your whole team is watching how you treat them.

The freelance and fractional workforce isn't a stopgap until things "get back to normal." It's the new shape of teams. I break all of this down in more detail—including exactly how to frame these conversations with your full-time staff—in this week's video.

or article or podcast​

When you're ready, here's a few ways I can help you build a high-performing team:

Book: Want to build a team that thrives? Best Team Ever is your step-by-step guide to creating a culture where everyone performs at their peak. Evidence-based, yet easily applicable, it’s a game-changer for leaders who want results. Click here to get your copy.

Course: Ready to supercharge your team’s performance? My course is packed with proven strategies and real-world tools to help you lead like never before. Backed by decades of research, it’s designed to take your leadership and team culture to the next level. Newsletter subscribers get 50% off. Click here to learn more and enroll.​

Keynote: Looking for a dynamic, actionable keynote for your next event? Let’s build your best team ever. My keynotes are custom-tailored to your organization and provide an evidence-based (and entertaining) blueprint for leaders and teams to build a high-performing, highly-engaging team culture. Click here to check my availability.​

That's all for now, if you've got questions or there's a challenge you're having with your team, click reply and maybe you'll see your answer in a later issue. After all, I'm here to help you build your

best. team. ever

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​​https://davidburkus.com​​

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Lead Smarter

Dr. David Burkus

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