Independant Contractors or Employees, Sometimes you Save, But Not Always

There are star independent contractors and wage employees that make up the spine of the workforce in America. When is it appropriate to say "come on board" or "go your own way" to workers?

There are so many details in the daily workforce, that I'm afraid we often lose sight of the task at hand. Everyone seems to be treating their daily coffee and commute as an expense they have to write off. But that's not the focus of this Blog Post. What we're discussing is when it's appropriate to give employees a gig or hire an independent contractor.

The de facto rule is that everyone is out for themselves. But that's not always the case when you have a job that requires teamwork. And how do teams and individuals interact within an organization? In recent years the trend has been to give individual accountability to workers while tracking their progress through the company. This is fine for a job that requires a linear progression going from point A to point B. When a job is varied requiring countless variables to function. The question is "what can I do?" instead of "how far can I get?"

Generally you're told to follow the money. Let the market decide whether it makes sense to hire a contractor or employee. I contend that this can be used when the decision to hire out is very close. Yet often the task at hand calls for a certain level of finesse. Certain decisions work better in an employee, employer relationship and certain decisions work better in a contractor situation.

Ultimately you want to take care of your star employees whether they are contractors or employees.