Our business relies heavily on a large roster of freelance contractors and seasonal workers. We are struggling to build our Accountability Chart because these workers change constantly. Do we put contractors on the chart?

Question

Tyler Smith · Accepted Answer

Your Accountability Chart must represent every function required to run your business, regardless of how those functions are staffed. This means contractors, freelancers, and seasonal workers absolutely belong on your chart if they are responsible for key business functions. To structure this, focus entirely on the seat and its five roles before you think about who will fill it. Design the ideal seat with clear accountability and measurable outcomes. Once the seat is defined, you can place the contractor's name in that box. If you have a rotating roster of contractors doing the same work, you do not need a separate box for each person. Instead, create one seat on the chart that represents the function, and list the internal manager who is accountable for overseeing those contractors in the seat directly above it. The internal manager is ultimately accountable for the GWC of that function and the quality of the output. If a specific contractor owns a highly specialized, independent function, they get their own seat on the chart. They must still be run through the GWC filter to ensure they understand their role, want the responsibility, and have the capacity to deliver. Never leave a critical operational function off your Accountability Chart just because the person performing it is on a contract instead of W-2 payroll.