Treat 1099 contractors like employees—because the way you include them in your business culture directly impacts your law firm’s growth, productivity, and retention. In today’s episode, host Molly McGrath speaks with Russell Farbiarz, Partner at Antanavage Farbiarz PLLC, about how to effectively engage your contractors as full members of your team. Russell has discovered that firm-wide cultural inclusion shouldn’t stop at W-2 employees—it must extend to every person contributing to your success.
He offers practical insights into how law firms and small businesses can create a high-performing environment where independent contractors feel equally supported, respected, and accountable. This new perspective on contractor management is especially relevant in our hybrid and remote work era.
Quote of the Show:
“In terms of building a team and building a team culture, I have found it to be incredibly important to bring those 1099s into that culture and integrate them into the company or the firm that we’re creating.” – Russell Farbiarz
Why You Should Treat 1099 Contractors Like Employees
There’s often a clear divide between employees and independent contractors, but that doesn’t mean contractors should feel like outsiders. When you treat 1099 contractors like employees, you create a sense of belonging that fuels motivation and alignment with company goals.
Unlike W-2 employees, 1099s set their own schedules, but that doesn’t mean they can’t have structure. Schedule recurring meetings that are mutually beneficial and reinforce their value in your firm’s ecosystem. Just like your full-time team members, they need direction, feedback, and recognition to stay engaged.
This inclusive approach not only benefits the contractor but also strengthens your internal operations and reduces miscommunication and task misalignment.
Treat 1099 Contractors with the Same Support and Communication
Weekly one-on-one meetings are a cornerstone of employee development, and they’re just as vital for contractors. These short yet powerful check-ins help you assess progress, realign priorities, and strengthen relationships.
When you treat 1099 contractors like employees and hold space for their feedback and updates, you reinforce that they are essential to the firm. It also helps you uncover potential blockers and avoid last-minute surprises with deliverables.
Don’t assume independent contractors will always self-manage to your expectations. Intentional guidance creates clarity and accountability, without infringing on their independence.
Culture Should Include Everyone—Even 1099s
Firm culture is not just about team-building events or Friday Zoom socials—it’s about how people feel about where they work. By making 1099s part of that equation, you broaden the strength and consistency of your culture.
Treat 1099 contractors like employees by inviting them to team meetings, sharing wins with them, and including them in key conversations. Contractors who feel excluded often underperform, while those who feel appreciated are more likely to offer proactive ideas, collaborate across departments, and stay with you long term.
Your contractors may not be full-time, but they are full-value. Invest in them accordingly.
Contractors Rise When You Pour Into Them
Whether you’re dealing with paralegals, copywriters, or virtual assistants, contractors will exceed expectations when they feel seen and heard. One of the easiest ways to treat 1099 contractors like employees is to give them your full attention, undistracted, intentional, and constructive.
Recognise their work. Give real-time feedback. Offer encouragement when they hit a milestone. These human-centred practices create a ripple effect across your whole team. In short, happy contractors elevate your entire organisation.
Replacing Contractors Is Costly—Retention Is Smarter
Hiring a new contractor costs more time and money than retaining a great one. In the current talent market, it’s often more efficient and effective to improve your internal contractor experience than to start from scratch.
When you treat 1099 contractors like employees—giving them clarity, support, and flexibility—you make it easier for them to stay. Contractors want meaningful work just like employees do. If they feel disposable or left out, they’re likely to move on.
Retention isn’t about titles—it’s about connection. Strengthen that connection and you’ll have a workforce that lasts.
Treat 1099 Contractors Like Employees—Even Virtually
Working with virtual contractors adds another layer of complexity, but it also offers an opportunity to sharpen your communication skills. When your 1099s are remote, proactive updates and task clarity become non-negotiable.
Use clear project management tools, provide written expectations, and create check-ins that work across time zones. And remember, the number of hours a contractor works can—and should—vary based on workflow. A full-time commitment isn’t required for full-time engagement.
Flexibility doesn’t mean disconnection. Keep communication frequent and direct, and your virtual contractors will feel just as engaged as your in-house team.
Ways to Tune In:
Catch this insightful conversation with Russell Farbiarz on all major podcast platforms:
Amazon Music | Apple Podcasts | Spotify | Google Podcasts | Stitcher | YouTube
Explore More Resources
Looking for tools and tips to empower your full team—contractors included? Visit fire.h50.us/~hrgnmpwr/dev2/ to access free resources that will help you create a culture of clarity, accountability, and inclusion.
Learn more about how to build a contractor-inclusive firm culture on our blogs. For weekly deep dives into leadership, team engagement, and legal operations, subscribe to the Hiring & Empowering podcasts.
Written by Molly Hall McGrath