3 Corporate Functions Free Agents Are Made For

Despite Being Hated by HR

Let’s be honest: no HR’s want to deal with free agents. They are hard to control (in the traditional sense, at least), are not too involved with the team, and need to be treated differently. Is it possible, though, that, despite these facts, free agents are better-suited for certain functions than the “traditional” employees? There are, indeed, at least 3 corporate functions free agents do a better job at. Practice-proved.

1. Painting the big picture

Sometimes, knowing too much detail about the company can be an obstacle to seeing the strategic direction of all things put together. It is therefore a good idea to employ a free agent to paint the big corporate picture. They are not too involved with the daily tasks and they are more detached from the co-workers. Therefore, they are good at evaluating functions rather than names and facts rather than efforts. So, it does not break their heart to say that a certain function (not a person) is not adding value to the corporate direction.

2. Making the changes

In change, there are casualties. That is why everyone in the company is excited about change until the rubber hits the road. Nobody wants to be the casualty, and nobody wants to turn their colleague into a casualty. Best way out? Have a free agent do the job. They can see the big picture and are not too emotionally involved. And in this case, it serves the company well.

3. Taking the high risk

Employees are usually not too prone to risk-taking because they do not want to risk their reputation, which is, put it simply, how they make their living. The better the reputation, the better the pay. Therefore, even if employees do take the risk, it is usually relatively small. However, when times demand for qualitative change rather than quantitative, it becomes problematic to find employees willing to take the big risk and potentially fail. Free agents, on the other hand, are more prone to risk taking because they are engaged in a few projects simultaneously, which gives them more freedom of action. Since they are more free at work, they are also more prone to test new concepts and ideas. It is therefore a good idea to turn to a free agent when big qualitative corporate change is required. Even if a free agent fails, one can be sure it was the best bet.

So, despite being more detached and less involved than the “traditional” employees, free agents can serve companies greatly. They make good strategists, change makers, and risk takers due to the very fact of being more corporately distant.

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