With the gig economy on the rise, many companies are relying more and more on contractors to handle various aspects of their business. However, this shift from traditional employees to contract workers brings about its own set of challenges, particularly when it comes to training. Contractors may be resistant to taking courses for a variety of reasons: lack of time, interest, or the feeling that the training may not be relevant to their tasks. Here are three strategies you can employ to encourage contractors to participate in your 1099 training programs:
1. Incentivize Learning:
Offer incentives that appeal to contractors. This could come in the form of monetary bonuses, certificates of completion which they can use as testimonials or additions to their professional portfolio, or even giving them priority for higher-paying gigs that require specialized knowledge or training.
2. Customize Course Content:
Contractors will be more inclined to take courses that they perceive as directly beneficial to their work. By customizing your course content to align with the specific tasks and challenges they face, you will increase relevance and therefore interest. Take feedback from contractors on which skills they think are most useful and incorporate that into your courses.
3. Flexible and Accessible Learning Options:
Taking into account the varied schedules of contractors is crucial. Offer online courses that allow them to learn at their own pace and in their preferred environment. Also consider breaking down the training into shorter modules, allowing them to complete chunks of learning between jobs or during downtime.
By implementing these strategies, you’ll likely see an improvement in course take-up among your contractors which will ultimately lead to a more skilled and effective workforce.