Freelance and contract work have become increasingly popular in recent years, both for businesses and for individuals seeking employment. While there are certainly benefits to this type of work arrangement, there are also some drawbacks to consider. On the plus side, freelance and contract work can be very flexible. Companies can save money by using freelancers and contractors instead of recruiting full-time workers to complete specific projects.

The Pros and Cons 

Here are some of the pros and cons of freelance and contract work for businesses and individuals seeking employment:

Pros

Freelance and contract work can offer a variety of benefits for both businesses and individuals seeking employment. For businesses, hiring freelancers or contractors can be a more cost-effective way to get work done without committing to a full-time employee. Freelancers and contractors also offer greater flexibility, allowing them to set their own schedules and work from anywhere.

Cons

While freelance and contract work can offer many benefits, there are also some potential downsides to consider. For businesses, hiring freelancers or contractors means that they have less control over the work that is being done, as these workers are not directly employed by the company. This can lead to communication challenges, as well as issues with quality control.

Lots of job seekers would agree that job hunting in itself sounds like having a full-time job further. The daily grind of getting from one place to a different to induce to interviews and also they must dress up and present themselves well is an exhausting process. After they feel their hunt seems to be going nowhere, it can leave job seekers feeling tired, even demoralized. In times like these, perhaps visiting the cinema and watching movies for a pair of hours may do the trick to assist lift your spirits up. So sit back, relax, munch on popcorn, and leave all of your worries behind for now. Like some of the film news, let these movies motivate and encourage you to travel after your dream job.

1. The Pursuit of Happyness (2006)

Telling the story of Chris Gardner and the rags-to-riches story of his rise from homelessness to becoming a CEO of his own stock securities firm is this autobiographical movie, starring Will and Jaden Smith. Gardner faced his challenges with the correct attitude and determination for the sake of his young son, persevering from selling portable bone scanners to seeking out employment as a stockbroker for a top firm. His journey will inspire each and each one to hunt out better opportunities for themselves and their families. To lift up his and his son’s life situation, viewers will marvel at this father’s determination. Ultimately, even in dire situations, it’s a story of unwavering faith.

2. Office Space (1999)

This cult movie about a group of disgruntled IT employees working in an exceedingly dreary, cubicle-filled office is for those that are still working but needs the additional “push” to assist them to start on their job search. When several of them got laid off after management brought in “efficiency experts” to chop costs and downsize their employees, the overworked and underappreciated Peter Gibbons and his colleagues struck back at their company. Their methods may be extreme but what job seekers can remove from this movie is that it’s important to understand your worth as an employee. If you’re feeling abused in your workplace, know that this is often not a permanent situation in which you’ll reclaim treatment elsewhere.

ALSO READ: 3 Employee Engagement Lessons You Can Learn From Taylor Swift’s ‘Folklore’

3. Julie & Julia (2009)

Sometimes opportunity knocks after you least expect it. During this case, it’s Julie Powell who finds inspiration through an unlikely source (Julia Child’s “Mastering the Art of Cooking” book) and finally ends up getting a brand new lease on life. When she made a vow to cook all 524 recipes included in Child’s book, Julie Powell, a young writer performing at a call center discovers her passion for culinary arts. She blogged about her experiences which cause the creation of her memoir, “Julie & Julia: three hundred and sixty-five days, 524 Recipes, 1 Tiny Apartment Kitchen”. During a parallel story, the movie also covers Julia Child’s early experience in learning French cooking at the Le chefs. The movie shows that understanding our hobbies and interests may help us determine the proper career for us. This story is proof that there’s an adage that states that the thing you’re doing after you should be working (in Julie’s case, writing and cooking) is probably what you must be pursuing for a living.

4. Erin Brockovich (2000)

Julia Roberts—in one of her best performances to date—stars because the title character, an unemployed single mother whose tenacity, sass and drive helped within the fight against an enormous US petroleum company over health safety violations, in this true-to-life tale. Within the beginning, all Brockovich wanted was to urge compensation over injuries she sustained in a very car accident. When she didn’t get her way, she never backed down and instead sought employment for the firm that defended her case. That’s when she discovered a case involving health and environmental violations between Pacific Gas and Electric and also the residents of a small California town. Her unwavering rummage around for truth and justice helped bring much-needed relief to the town’s residents who were getting sick from chromium poisoning from the company’s local plant. Like Brockovich, you’ll be able to take solace within the proven fact that whether or not things might not go your way (missed job opportunities, failed interviews), you’ll be able to fight back by toughening up to face the challenges that come your way. Doors being closed on your face? Force yourself to chill and demand people to pay attention to you (figuratively, of course!). Don’t let career setbacks derail you from your goals, and instead take a look at them as motivation to figure even harder.

5. hi-fi (2000)

For those searching for new beginnings or an opportunity to reinvigorate their dreams and life goals, this can be the movie for you. As a music store manager who seemingly is during a perpetual state of adolescence, John Cusack plays the role of Rob Gordon. Through the course of the film, Gordon navigates his thirties with humor and self-awareness that he must finally accelerate and become an adult. He eventually finds purpose in life again through the assistance of his friends and his unwavering love for music. A movie that’s stuffed with quirky characters and popular culture references, this movie isn’t only for geeks and music fans but also for people who need a “boost” to induce them to get in their job search. Knowing what you wish and what you’re hooked on to should be at the center of each job hunting endeavor. Doing so will bring you satisfaction and gets you only a small amount closer to achieving your dreams.

Looking to those at the highest of their respective fields provides a completely unique source of inspiration that one can apply to their work. Taylor Swift could be a brilliant songwriter and businesswoman. To remain fresh, relevant, and interesting is tough for any brand or person; to try to do so as a girl in an exceedingly male-dominated industry and in a very culture that’s often rooting for you to fail may be a tremendous feat. Along with her surprise eighth studio album release, folklore, Swift proved another time why she is at the highest of her game. She also had several clever tactics she took with the album’s release that internal communication and human resource professionals should observe to use in their work.

Lesson #1: Invest time in nailing your strategy — and do not be afraid to pivot

Taylor wisely shifted strategy when Covid-19 struck. Gone are the times of milking an album for 2 years while one embarks on a stadium tour as the main revenue source. Seeing that that model might not be sustainable (or even preferable) for the foreseeable future, she took a distinct tact by creating and releasing content more quickly to plug the revenue gap.

Many clients I work with don’t have a well-defined communication strategy — if they need one to the slightest degree. That’s an issue. Right now, employers must take a tough observe what strategy changes are needed to fulfill the new employee engagement challenges Covid-19 has surfaced. While many human resources and internal communication teams are in crisis communication mode since the pandemic first hit, as we slowly get won’t to Covid-19 being in our lives, the conversation goes to shift — and people businesses leading that conversation are better positioned to weather the storm. Issues that may be addressed and updated in your employee engagement strategy include addressing the dearth of leadership visibility at work, the changing emphasis within the worker value proposition, the challenges and practicalities of reopening workplaces, fairness issues around who gets to figure from home and who doesn’t, new mental state needs, and more.

Lesson #2: She paid attention to what people want and wish

Swift understood that what listeners want is changing. Short attention spans, being stuck reception, and being shaken to our core by a world pandemic means glossy pop with bombastic videos isn’t modish. Authentic and relatable content is what people want — and that they want more of it. Releasing an album to a captive audience who may have grown bored with taking note of her prior album Lover on repeat means she harnessed a privileged moment to relinquish the people exactly what they need, which is new Taylor Swift songs to enjoy and dissect.

What your people need from you has changed. Perhaps they have more ways to form references to colleagues and feel a part of the team. Or they need you to know that productivity may have tanked during the lockdown and amended performance management criteria is so as. It’s up to you to proactively consider how the landscape has changed, and what meaning for what people might need. Then, supplement that with a listening activity. While surveys will liquidate a jam to urge a steer from your people, one-to-one interviews tend to capture more nuanced and sensitive feedback.

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Lesson #3: Novelty captures attention

When we notice something new and/or unexpected in our surroundings, our attention is straight away drawn to that. Swift leveraged the facility of difference by breaking her tried-and-tried (and expected) promotional model that typically heralded a replacement release. Which served to pique more curiosity and interest than it’d have otherwise, she dropped her new album overnight with no prior fanfare instead.

What does novelty seem like within the employee engagement world? The key’s visiting be to travel for the first, unexpected, and surprising. This might be the form of a print item so it stands going into the mail; something within the environment that’s unexpected, sort of a message embedded in an exceeding staircase; or maybe the message itself — something that they don’t expect to listen to from their internal communication or HR teams. This is often where brainstorms as a team that encourage silly ideas could land you a winning, novel concept.

Taylor Swift knows the way to get and keep listeners

Keeping fans who want to learn easy Taylor Swift songs on guitar presents the identical challenges as keeping engaged employees. That also means a number of identical solutions apply. So take a glance at brands, performers, and artists that try this well — and take a page out of their playbook.

Reading books as boys from a young age tends to earn higher over a lifetime, a new study shows.

Data on 5,820 European men to work out if longer compulsory childhood education could increase kids’ earnings over a lifetime, economists from the Italy’s University of Padova compared. It does: Averaged across nine countries, boys who attended an additional year of faculty thanks to changing age requirements eventually returned a further 9% of income.

But the researchers were surprised to seek out that, among kids who benefited from an additional year of college, those that grew up with quite 10 non-school books reception doubled that lifetime earning advantage eventually, to 21%. Factors like whether the boys’ fathers had white-collar jobs, and whether their homes had running water, did not seem to form a difference.

Between whether participants reported having 50, 100, or 200 books growing up, there was no significant difference. The key was whether or not they grew up with any number of books greater than 10.

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Whether the lads grew up in rural or urban environments, the years they were at school, roughly what percentage of books they had in their houses at age 10, and their income across their lives, The researchers compared. The study was published online in April within the Economic Journal.

Between books and salaries, this does not show any causation. “It may well be because homes with books capture families with stronger cultural and socioeconomic backgrounds,” says researcher Guglielmo Weber. Another indication of a house that encourages knowledge-seeking or includes a higher income from the beginning, books themselves could spark curiosity and ambition, in other words. So, here is why you must get your boys into reading programs for kids and put them in a better position to be successful in the future.

So, your mobile car wash and detailing business is up and running and now you wish to recruit your staff. If you wish to urge this right, don’t go taking any shortcuts. Proper recruitment doesn’t come cheaply, and you don’t want to be repeating the method too often.

Below are a variety of tips to assist you to recruit and retain the most effective of employees and ensure your business goes from strength to strength.

Tip 1 – Hire for the long run

Be clear from the outset what qualities and skills you’re searching for in your workforce. Advertise well, making it appear within the job specification what the work entails and also the skill set required to perform it well. that ought to prevent any potential time wasters from applying. Filter applications carefully so prepare to scrutinize questions for interview: applicants might imagine operating a car wash is straightforward, but you recognize it isn’t and you would like to recruit and retain the simplest. Try their technical knowledge at the interview and consider their people skills. Introduce them to the workplace, let them meet their potential workmates, and see if they get along well.

Discover the maximum amount as you’ll be able to about them at the interview and provides them a chance to ask questions and have an interest in you, your business, and their job prospects. Chase up references and ascertain that they’re from trusted sources. Then decide who you’re thinking could be the best match for the work on offer. Each of those steps will help make sure you get the correct team behind you to assist your business to grow.

Tip 2 – Hire Technical Staff

With car washes becoming increasingly technical and using car wash systems, it’s important that you simply recruit staff like an expert during this area and with a willingness and skill to still develop those skills. Employees who have already got experience with certain equipment and machinery are going to be quick to coach and well placed to spot and resolve any technical issues as they arise. They will even be employed to coach up other less experienced newcomers to your business.

Tip 3 – Offer Competitive Wages and Salaries

huge turnover of staff can sometimes affect Car washes by preventing customers from having a personalized experience with the staff that knows them. You would like your customers to return and your staff to remain, so invest in them with competitive wages, great packages, and achievable progression pathways for all of your employees.

ALSO READ: How Spotify’s Work Anywhere Policy Works For Their Employees

Tip 4 – Employee Onboarding

So, you’ve invested within the recruitment process and you have got employed your staff. Don’t now allow them to down. Provide a high-quality onboarding experience to welcome and nurture new staff and make them feel valued from the beginning. Build their confidence and develop those skills demonstrated at the interview in order that they feel well prepared to perform their tasks well and to satisfy and exceed your expectations.

Develop on-site resources to form them feel “looked after” within the workplace: Is there a shelter where they will take refuge from downpours? Does one have a restroom where they will take a prospect, make a hot drink, or use the restroom facilities? Consider protective clothing and make sure to get the only top-end, safe cleansing products to make sure you’re regarded by both your staff and customers alike as a responsible business owner who takes care of their employees especially about their health and wellbeing.

Tip 5 – Understand What Your Business Needs

In the initial flush of pleasure about your new business venture, it is only too easy to rush into things. Take some time, develop a business plan and employment contracts, have a code of conduct for the workplace, and consider what it’s that your business really needs.

take care of your budget and don’t rush into hiring only for the sake of it or because someone, friend or other, asks for employment. Hire purely on the idea of the precise needs and requirements of your business. The future of the business is secured once you understand your business from the start.

Growing Your Car Wash with the Right Employees

You now have your workforce and you’re good to travel. But don’t forget to seem after your staff and treat them well: in so doing, you may reap rewards not just in terms of retaining your staff but also in terms of their commitment to you and therefore the success of your business. A workforce that feels valued is going to be a contented workforce. Your customers will recognize and appreciate this within the experience they receive and can take care to return and promote your business to others.

Spotify does it! Yet more, the audio streaming service challenges conventional wisdom by enabling workers to work from any place. They’re pro-actively turning the course of this pandemic into new methods of working. Here is how.

Spotify lately declared big modifications in their own policies on working manner and place. They heeded lessons learned throughout the ordeal.

Now workers have more freedom in deciding where to do the job. It’s as big news as record labels and artists using Spotify playlist promotion.

How can this function?

Spotify’s 6,500+ workers are going to have the ability to work from where they need. They could work at home, the workplace, a café, or even any place they want –or any mix of them.

There is only 1 guardrail: “The specific mix of home and office style is a choice made collectively by every employee and their supervisor.”

If workers wish to move to a different city or state, they are able to do this also. When there’s not any Spotify office in the area, the business provides membership of some co-working area.

And there is more.

They’ll continue to cover New York and San Francisco-level wages (dependent on the project) to workers working remotely. That is considerably different from other technology giants that have spoken about enabling remote labor but decrease wages when workers move to places having a lower cost of living.

“Many of our offices have been in massive cities such as New York, London, and Stockholm, however, we all know that moving into or remaining in those cities is not always sensible for–or appealing to–prospective workers,” explained Travis Robinson, Spotify’s mind of diversity, inclusion, and belonging.

“This is a chance to scrap the thought that large cities are the only areas where significant work can occur since we understand firsthand that is not correct. We would like workers to come since they are, where they are and what their situation has been,” he explained.

Cheers to that!

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Beliefs

Although this strategy to greater flexibility is really something to observe, what is even more amazing than the clinic itself would be the principles and beliefs for this. As Spotify says on its own website:

Our beliefs are:

• Work is not something that you arrive at the workplace for, it is something which you perform
• Effectiveness can not be quantified by the number of hours people spend in a workplace — rather, giving individuals the freedom to decide where they operate will boost the efficacy
• Devoting our individuals more flexibility will encourage far much better work-life equilibrium and tap into fresh talent pools while maintaining our current group members
• Running as a dispersed organization will create greater and more efficient methods for working through more deliberate usage of communication and cooperation practices, tools and processes.”

A lesson in conducting business in 2021.

Overcoming chaos

Spotify has for decades set itself aside from how they operate their company. Within our visits several years past, we have an exciting summit in their manner of functioning, afterward.

It is excellent, today, to observe just the way things are evolving, according to listening to worker requirements.

“We realize it is very likely to have an effect on our in-office civilization, where we are proud. But adhering to workers, adopting the demand for modification, and finding our way of earning adaptations is certainly the best way to continue to evolve our civilization for the long term.”

“Part of the DNA has ever been controlled insanity. Thus, in the spirit of the, we are trying out this understanding there are very most likely to be some alterations to create on the way.”

This experimentation dependent on the requirements of workers is exactly what Spotify does–and what sets them apart.

Business owners should know their business like the back of their hand. This trait can make you run a successful business. Some business started out as a hobby and eventually turned to a business. Businesses are not all the same but they have one thing in common. They are sources of employment. All businesses involve people. Business owners should ensure the safety and security of its employees especially its clients and consumers.
Behind every business is an entrepreneur.

Here are some qualities of a good businessman that will surely make his business successful.

1. A businessman takes risks. A real businessman is not scared to take risks. He should have a strong character in order to help the business and bring in revenue. This is needed from time to time when engaging oneself in any business.
2. Practicing good leadership and managerial skills. This is one important skills that a good businessman should practice. Every business owner should make sure to have these qualities because through this you will be able to gain the trust of your employees. With this trait your employees will effectively follow you and your decisions. This will also inspire the people in your business. They become inspired and will work effectively and efficiently.
3. Be Initiative. As the leader of the business lead to action. Take the initiative to make your team work harder and better. Make responsible decisions that will be beneficial to all. Suggests ideas that will motivate your staff. Make them feel they are important.
4. Practice Good Communication Skills. Your ideas will be useless if you do not have the ability to communicate this well to your colleagues, employees and clients. Making them understand what your ideas is very important. Good communication means making your team understand and accept your ideas. Practicing good communications skills will be very beneficial to your business. You can check out videos in YouTube that will demonstrate good communication skills . Be sure to download an Ad Blocking App for a better viewing experience. https://youtubevanced.com
5. Always be reliable to your team. Having this trait will always allow people to continuously work with you. You should gain the trust of your employees and clients or consumers. They will patronize your business if you practice reliability.