The Invisible Effect of Friction in Flexible Work

Business moves fast. And “flexibility” isn’t a buzzword—it’s more so how work just gets done today, as many leaders see the value in bringing on specialized talent for shorter-term projects. 

The intent to hire flexible workers is there. Leaders know who they want. But then… things stall.  

So, what’s the deal?

The hidden cost of friction

Once a chief executive officer, chief financial officer, or chief human resources officer decides to bring on a consultant or project worker, some of these challenges start to pile up: 

• Classification — W-2 or 1099?

• Compliance — What contracts and legal boxes need to be checked?

• Paperwork — What forms are required?
• Payments — How do we set them up and keep payroll consistent?

Each step adds friction. What should be simple becomes a series of roadblocks. Too often, the conclusion becomes, “Ugh, this isn’t worth the hassle.” Then, the project slows (or even dies). 

At scale, this isn’t just simply annoying. It’s pretty risky, too. Studies have shown that 10%–30% of employers misclassify workers as contractors when they should be employees. State-level reviews show similar numbers. All of this equates to a lot of potential audits, penalties, and lost time. 

The time cost of onboarding

When leaders do decide to act, onboarding creates another drag.

While employee onboarding might typically span several weeks to months—with 52% of processes taking place in under one month, and 14% completed in just one week—contractor onboarding is often slower than that.

At AllWork, we cut that down to an average of 2.5 days, compared to the 30-day norm. 

Meanwhile, onboarding complexity continues to mount: On average, new hires are often faced with 54 onboarding tasks, and 58% of companies admit their onboarding focuses heavily on paperwork and processes (rather than on accelerating productivity).  

This is one of the invisible effects of friction. It hides in the details and eats up momentum. 

Read more: How to help brands speed up onboarding and compliance. 

Converting intent into action

The real question is simple: How do you take hiring intent and turn it into a compliant, fast engagement? 

Traditional systems, designed primarily for full-time employment, are misaligned with the needs of modern, project-based work. They introduce delay, risk, and administrative burden at the very moment when speed matters most. 

A smarter path forward

Modern workforce management requires a different approach. At AllWork, we’ve streamlined the entire process: 

• Workers receive a digital invitation and can self-onboard immediately.

• Compliance is built into the process, ensuring the correct worker classification from the start.
• Payment is automated and transparent, eliminating payroll complexity.

The outcome is direct: from “we want to hire this person” to “they’re onboarded and ready to work” in a fraction of the traditional time (without legal or administrative uncertainty).  

Why this matters for business leaders

The future of work is flexible, project-based, and distributed. The companies that succeed will be the ones that remove friction between decision and execution.  

After all, every day lost to unnecessary (and tedious) paperwork is a day of lost productivity and missed opportunity. But clear away the barriers, and you unlock the true potential of flexible work: agility, compliance, and efficiency without compromise. 

The friction may be unseen, but its impact is still real. Leaders who address it head-on will be best positioned to seize opportunities, accelerate execution, and build the future-ready workforce their businesses demand. 

If you’re looking for a faster, simpler way to manage flexible work, we can help. With AllWork, teams onboard talent in days, stay compliant, and run payroll without extra headaches. Get a demo to see how it works.