Working with independent contractors is common, especially for short-term or specialized projects. Unfortunately, you may encounter a worker who is rude, disruptive or disrespectful toward your staff. This can create tension, lower morale and negatively affect your business, even if the person is not technically your employee.
You may feel stuck. Since they are not part of your regular team, the usual HR channels might not seem to apply. Still, you are responsible for maintaining a safe, respectful environment for everyone involved.
Respect is still a two-way street
Even if contractors work under their terms, they are still part of your workplace. While they do not follow the same rules as employees, that does not mean they can mistreat others or ignore basic expectations. Some precautionary steps you can take include:
- Set expectations early: Before a contractor starts, clearly outline your workplace values and communication standards in writing.
- Document incidents: Keep track of any inappropriate behavior. If a contractor becomes rude or hostile, record dates, details and how it affected the team.
- Give one warning: If possible, talk to them directly. Let them know how their behavior is impacting your staff or project.
- Protect your team: If the issue continues, do not hesitate to end the contract early, especially if the behavior affects morale or productivity.
- Review your contracts: Make sure future agreements include clauses about conduct and professionalism. It gives you more control if issues come up again.
While it is easy to overlook independent contractor behavior since they are not employees, their actions can still influence your work culture. Being proactive helps protect your team and keeps your business running smoothly.
If you need guidance on how far you can go or what your rights are in managing outside workers, it may help to seek legal help to understand your options. There’s no need to weather stress on your own when guidance and support are available.