Breaking Barriers: Making Independent Contractors Feel Like Members of Your Team

The workforce looks a lot different than it did just a few years ago. Freelancers, independent contractors, and other in-demand talent are driving innovation, bringing specialized skills, and helping businesses stay agile in competitive markets. There are over 72 million independent professionals in the U.S. alone, according to our State of Independence report—and even more across the globe. 

Unfortunately, too many companies still treat independent workers like outsiders rather than important team members. This outdated thinking is holding businesses back from reaching their full potential. It’s time to break down those barriers and create a more inclusive environment for everyone. 

As the world of work changes, businesses need to rethink how they see independent workers. When you treat them as part of the team from the start, everyone benefits. Here’s how to create a culture where independent workers feel respected and can do their best work. 

Ways to Integrate Independent Contractors Into Your Workforce

Highlight the Value of Independent Contractors in Introductions

The first step is recognizing what independent workers bring to the table. They often offer specialized knowledge, fresh ideas, and skills that your full-time team might not have. Rather than just filling short-term gaps, these workers can provide strategic input and fresh perspectives that drive long-term growth. 

When you introduce independent workers, call out their specific strengths. For example, you might say, “We brought Lisa on for her experience in AI implementation, which is exactly what we need for this project.” This helps everyone understand why they’re there and shows respect for their skills. 

And don’t forget to make their successes visible. Share their wins in team meetings or company updates. Recognizing their contributions alongside full-time team members helps reinforce that their work matters. Helping managers view independent workers as essential contributors sets a strong example for everyone. 

Learn More: Building the Workforce of Tomorrow: Key Skills for the AI Era 

Introduce Them to Your Company Culture

Here’s a common scenario: Independent workers often miss out on team events or sit alone during breaks. This can harm morale and make teamwork harder. The good news is that small changes can make a big difference. 

Start by including independent workers in company events, training sessions, or team-building activities. Give them access to the same tools and communication channels your employees use, so they feel more involved in the work. When everyone feels included, collaboration happens naturally. 

Encourage your full-time employees to connect with independent workers outside of work tasks. A simple invitation to casual check-ins or coffee breaks helps build stronger relationships. These small efforts promote belonging, increase engagement, and boost productivity. 

Discover: How to Create a Great Workplace Culture for Independent Contractors 

Ensure Proper Onboarding and Support Paths

Unequal treatment quickly creates division. Many independent workers face limited access to resources, minimal onboarding, and exclusion from recognition programs. These gaps can leave them feeling disconnected from the broader team. 

The solution is straightforward: make sure independent workers get proper onboarding and the support they need to succeed. Offer learning opportunities, give feedback, and celebrate their achievements just as you would for full-time employees.  

Fair treatment doesn’t mean treating everyone the same. It means giving each person the support they need to thrive. If workers feel valued, they’re more motivated to bring their best work to the table, which benefits your entire team. 

Check Out: 6 Ways to Show Your Company Values Independent Work 

Identify Opportunities to Bring People Together on Projects

One of the best ways to break down barriers is to encourage collaboration between independent workers and full-time employees. When they work together toward shared goals, the lines between them start to fade. 

You might consider creating teams that mix independent workers with full-time employees. This encourages knowledge-sharing and lets everyone learn from each other. Independent workers often bring unique skills that can help your full-time employees grow, and vice versa. 

Make sure you’re using collaborative tools to keep everyone connected and contributing ideas. These tools help keep communication clear and the project moving forward. Teams that focus on shared goals, rather than employment status, often see a boost in energy and creativity. 

See: Benefits of Working With Independent Contractors Vs. Employees 

Why Team Spirit Matters for Your Company’s Future

Independent workers are here to stay and are becoming an even bigger part of the workforce. Companies that cling to outdated “us vs. them” thinking miss out on the full potential of their teams. 

Supporting independent workers, promoting inclusion, ensuring fair treatment, and encouraging collaboration can help you build a more unified and effective team. This approach isn’t just good for morale—it’s also good for business. 

When independent workers feel like part of the team, your whole organization benefits. Shifting how you view these professionals helps you stay competitive and tap into a broader, more diverse talent pool. 

Explore: MBO’s State of Independence Report 

For more on working with independent contractors, follow MBO’s blog for valuable news and insights. We cover key topics like skills development, AI, and strategies to help you succeed in building the right team for your organization.