The extended (or contingent) workforce are the people in your company that work for you but are not actually your employees. We’re talking about interns staying only for a short period, freelancers working project-based and remotes executing their assignments without actually being present in the office. This new type of workforce also implies different relationships with these employees. For companies to stay agile regarding this changing work trend, organizations will have to find nimble ways to keep these non-traditional workers engaged!

The concept of Employee Engagement has been around since the 1990s and is being severely challenged. It’s becoming more and more difficult, to keep one’s finger on the pulse for every employee. By now it’s considered to be a normal feature for companies to be working with remotes, temporary workers, interns and freelancers (the so-called contingent workforce). So how can you keep track of their engagement within the company, when they are not really within the company?

👫 This post is aimed at
Teamleaders who are challenged by the increasing extended workforce "phenomenon."
📖 After reading
You will have a better understanding of where to begin to deal with this challenge.


  1. Facilitate easy onboarding

    When you’re hiring new people to join your company under the form of an extended worker, a proper onboarding will be even more key than in the traditional working format. You need to find fast, effective ways to get those contingent workers up to speed with the values of the organization and overall integrate them into the right team, without losing too much time. This is exactly what Talmundo does. They offer a seamless onboarding experience for new employees, which might be just what you need when you’re working with contingent workers.

    When they join a certain team, they must stay up to date with the objectives and the mission of their team, in order to be working in the right direction. This is not possible when the objectives are communicated or set only once per year. Make these objectives agile, flexible and visible for the widespread workers. This advice really goes for all employees in general, regardless if they’re contingent.

    If you make an effort to make this onboarding as smooth as possible, the extended workforce will feel more like a part of the team from the start. This initial feeling of inclusiveness can be the foundation of an engaged worker.

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  3. Communication and managing your talent

    The extended workforce can be easily forgotten in the day to day business of an organization. They are often excluded from certain meetings or even company activities, without a clear reason. Contingent workers can easily be included in meetings via the numerous communication tools out there.

    To include them more, you can additionally provide the right collaboration tools for the contingent workers, so their absence from the office isn’t considered a roadblock anymore. Set up a portal where they are being kept in the loop of day-to-day activities and the progress on the projects, where they can access all the necessary documents and material needed. An example of such a tool is Slack, where you can easily stay in touch with your colleagues.

    When you’re introducing such a tool, the interaction points with the permanent and temporary staff will become more frequent and the engagement will rise accordingly. This is exactly what INTUO is all about. INTUO allows you to track this engagement of all the people in your company, both internal and external.

  4. Build multi-skilled supporting entities

    Being a contingent worker is often referred to as a lonely job. They are at risk of feeling unsupported and might not really be fully committed to a team or an organization. That’s why it’s important to offer them the right support.

    As an organization, you can easily assemble a team of people that carry the responsibility for supporting the extended workforce. Curate your people selection carefully, so you have a mixed team with various skills and knowledge. These people should be able to help them out with paperwork, social activities, job-related backing, and regular one-on-ones to check-in with their progress and well-being.

    They will be the go-to contacts for your extended workforce and it will be their responsibility to involve and support them in as many ways possible and monitor the engagement levels.

INTUO is a non-intruisive tool that can support you and your contingent workers in these changing work trends. Get in touch and extend the performance of your extended workforce!