How to keep your contractors motivated: Strategies for a thriving team in 2025
As we close in on 2025, our clients are looking for updates on the job market.
Contracting recruitment has been big news this year, mainly to fill a gap between business needs and uncertain market conditions.
Our clients are now asking what the market is looking like for 2025. Companies have utilised contractors in the short term but are now looking to make longer-term business decisions and are interested to hear trends and predictions for next year.
Do they continue to hire contractors? Do they start looking at their permanent hiring strategy? Is there enough top talent out there to meet their needs?
Unfortunately, there are no big predictions closing out the year. We are still seeing talent shortages in key areas across finance, technology, payroll and accounting support, however, there are still roles out there, businesses are still hiring, and candidates are still looking – the market is moving.
Why contractor retention matters this holiday season
This time of year can add an extra challenge for businesses to retain their employees. With the holidays approaching, burnout can be a hot topic. It can be a time for employees to reflect on what they want out of their role and then in the new year the mantra “new year, new job” starts to raise its head.
Many companies focus on permanent employees however retaining your contractors throughout this period can be just as important to steady the ship.
10 proven strategies to keep contractors engaged
The following list provides strategies on how to keep your contractors engaged throughout the holiday period and through 2025:
1. Clear communication
As with everything clear communication is key to limiting confusion. Be transparent about shutdown periods as early as possible, and be clear on contract end dates or extensions as soon as you know. Keeping them in the loop will help them to plan their personal commitments around the holiday period.
2. Commitment goes both ways
You want them to see through the contract, but what if a better opportunity comes along?
Offering them some commitment first may help. Can you extend the contract to the end of January or February to provide job security? For a contractor, knowing they have a secure role until the job market starts to pick up again can be the difference between jumping at a new opportunity now and waiting.
3. Include them in the festivities
They may not be a permanent member of staff but inviting them along to the Christmas party or including them in the festive celebrations will add to their sense of belonging in the company. It is a great way to build relationships across teams which can increase productivity later down the line.
4. Personal development opportunities
Does your company have training assets like webinars or workshops that can help your contractors enhance their skills? Or a mentor or buddy program that would offer support and guidance in their new company? Giving access to these resources can make a contractor feel more connected and valued as an employee.
5. Company perks
Similar to the above, whilst a contracting employee may not have access to all of the company benefits on offer, are there perks that they could use? Wellness programs, employee discounts. Allowing them to use these company perks can help to make them feel part of the company culture.
6. Stay connected and provide feedback
Make an effort to stay connected with your contractors. Have regular check-ins, provide feedback and give them opportunities to ask questions. This allows everyone to feel supported and engaged and in turn maintains a sense of community in your team.
7. Leverage technology
Use technology to keep your team connected and engaged. Tools like Slack, Microsoft Teams, and Zoom can facilitate communication and collaboration, even when team members are working remotely. For project-based contractors, this might also include using project management software to keep track of tasks and deadlines.
8. Recognition and appreciation
Acknowledge the contributions of your contracting employees. Publicly thank them for their hard work and consider giving small tokens of appreciation, such as gift cards or personalised notes.
9. Support work-life balance
It can be all too easy to blur the lines between work and personal time. Promote a healthy work-life balance by encouraging contracting employees to set boundaries and support your team in finding a balance that works for them.
10. Offer mental health support
The holiday season can be stressful for many people. Ensure that your contracting employees have access to mental health resources and support. This could include offering EAP services, stress management workshops, or simply being available to listen.
Looking ahead: Strengthening your team into 2025
Building a sense of community in your team stretches beyond your permanent employees. By implementing these strategies, you can help keep your finance and IT contracting teams engaged during the holiday period – boosting morale and strengthening the overall team dynamic.
If you would like to discuss the above or would like more information on the Australian job market, then please contact one of our consultants today - give us a call or complete the form below.
Author Jack Byrne, Divisional Lead of Sydney's Technology & Business Transformation team, has recruited Technology roles since 2014. Jack has been recruiting in Sydney since 2018 building in-depth knowledge of the Australian IT market and a deep expertise in the Salesforce market.
Edited by Gemma Crolla, Digital Marketing Manager, Ambition Group Australia.
