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How to Protect Your Intellectual Property as an Online Freelancer

How to Protect Your Intellectual Property as an Online Freelancer

One of my favorite quotes about financial freedom states that you are only as rich as your will power (Wayne Chirisa). Online freelancing is built on the same premise. It isn’t enough to have access to the best resources and tools to hack your freelancing success. You need inner motivation, a trigger that allows you take on the challenge of getting yourself out there among millions of other experts. Freelancing is just the beginning to how far you can go: financial freedom, full control over your own life and availability, the chance to build an international personal brand, constant growth, opportunities and more can be available to you.

However, take note that with great power (and freedom is power) comes great responsibility. This means risks will be waiting just around the corner and it’s never too early to learn how to protect yourself and your work. Your rights as freelancer include protecting your intellectual property. This article will show you how to do it without endangering your online success and the relationship with your clients.

Step 1: Know Your Own Worth and What Work Falls Under Intellectual Property

While there are laws in place that protect the content you create or develop as a freelancer, not everything is considered “intellectual property”. For example, anything under ghostwriting or “ghost” performed tasks implies you are not to assume any intellectual rights. Be aware and stay away from “intermediate” clients who request your services and assume full ownership over it.

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Ideally, do business directly with clients, agencies and agency representatives whose identity you can verify. One way to do it is to connect on LinkedIn. Not only it will help you learn more about their backgrounds, but it is also a great opportunity to ask for a recommendation once the project ends.  A recommendation means the client recognizes your efforts and intellectual property in public, apart from the fat check you receive.

Don’t Be Afraid to Leave Your (Water)Mark

Being an online freelancer means tapping into every possible way to showcase your services and expertise. However, take note on online platforms, portfolio websites and any online forums/communities where you can build a profile and upload files. It is easy to get your hard work stolen on these platforms unless you opt for watermarks and creative ways to prevent intellectual property theft.

Developers can protect themselves by creating a “code riddle” or reversing lines of their code. This way, nobody can actually steal and use the work for their own benefit. Designers and visual artists can upload an updated version of their work, and add a watermark or signature to protect their work against thieves. Writers and authors can protect their work by uploading only excerpts and drafted versions as opposed to the full original work. Another option is to upload PDF excerpts which are password protected. Don’t be afraid to protect yourself in any possible way!

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Encourage Your Clients to Sign an NDA

Non-disclosure agreements are a great way to protect your intellectual property. While clients are more inclined to suggest an NDA agreement, there is no issue with freelancers doing the same. It is never too early to have a signed legal document at hand. Non disclosure agreements prevent both parties to disclose any information about the project before it is completed or even after. Moreover, an NDA can be extremely valuable and useful in cases of theft.

Ideally, the NDA should be not only in English, but in your own and your client’s native languages as well if these differ. Ask a local lawyer’s advice and understand how the document can be used. If you are worried about logistics, a lawyer can help you to understand the ways these contracts can be sent without losing value or authenticity.

Traditional Snail Mail

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One way is to write in hand or type the NDA, sign it and send it through traditional mail, retaining one physical copy. Then wait for the client to return the document signed by them as well. This takes time and honestly speaking, can seem a bit old-fashioned.

Scan and Print via Email

The NDA is typed in Word and emailed to the client for signing. Ideally, the NDA should be in PDF format. Once both parties sign the NDA, the document can be converted into a PDF using a desktop or online app. While most online PDF apps are in limited or paid versions, there are free options out there such as this PDF converter from Icecream Apps.

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Browser and Mobile Apps

A multifaceted signature app that allows you not only to integrate your official signature into Gmail but also obtain digital signatures on your phone or tablet is Hello Sign. The app makes sure your documents are safe by using an encrypting service. RightSignature is a browser app and works great if you need to obtain a signature online. The service used to be free and now offers a trial version.

Freelancers can opt for a cloud storage system to facilitate the document signing exchange and prevent email loses. This not only makes it faster but provides the necessary insurance that the intellectual property is protected and the freelancer can focus on project deliverables.

In The End, Mind Your Head…

It’s best to protect your work beforehand than to have to go through all the stress of feeling double-crossed. Remember: never showcase the original work on websites or online portfolio services and always encourage new or reoccurring clients to sign NDAs.

Featured photo credit: Markus Spiske via flickr.com

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

More to Motivate Your Team

Featured photo credit: Emma Dau via unsplash.com

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