"Work is driven by flexibility, agility, collaborative, and 'commitment-based' leadership in an ever-growing gig and remote work-oriented economy. We are all competing in a shrinking world." . . . Hib
Gaining agility in volatile global markets is more than just high drama . . . it's usually about big challenges with high risk.
Current Data Points | Gig Economy
Click on image for data point
Despite legal issues of worker misclassification, political policy intervention, and technology automation, the use of blending full-time employees with a revolving door of on-demand specialized workers continues unabated. Our job is to make sense of it so you, our readers, can benefit and share the path forward.
Solving CHAOS WITH GIG Talent
Many HR and C-suite executives have had difficulty grasping global changes and the use of on-demand workers/talent and the impact this process model can have on business success. With a COVID19 stay at home protective protocol, millions of workers and their employers are experiencing remote working from home. This revelation will change the opportunities to work from home as more than an option.
No one knows what actions or legislation POTUS and Congress may take affecting demand for more gigs and gig workers. Certainly fixing healthcare delivery/cost and reducing business impeding regulations create new forms of gigs, but the President has made it clear he wants to regain lost jobs in manufacturing shipped overseas. Many of those outsourced jobs, however, have since been replaced by automation technologies. TIP: Pay attention to what Trump proposes for his 2nd term.
Jobs outsourced to other countries are coming back to the USA. Automation at home has already eliminated millions of jobs, but productivity continues to improve. Diagnosing, implementing and making the transition to the right talent mix able to use new and social technology in a more agile global market is a leadership and management skill in short supply. TIP: Get help!
While Uber and Lyft generate steady news of growth and revenues, the segment also gets the most scrutiny for misclassification facing much legal and regulatory expense. Many initiatives in self driving vehicles will change this landscape as it will in the trucking industry during the next wave of technology implementations. TIP: As a giger, it is very hard to "make a living" as an Uber driver, but it can help to be available when you are in between gigs.
Scalable cloud data storage from national and regional vendors is more widely used and makes integration and collaboration of shared data more applicable to use of on demand specialized talent as needed. Online staffing platforms can insure your skills are listed when skill requirement you have are ready to be used. TIP: Get listed on all applicable online platforms.
One of the great challenges for business leaders is constantly shaping talent mix to meet market and product needs. Using freelancers and on-demand talent requires new management skills to avoid legal complications of attempting to manage freelance or independent talent in a team orientation like you would regular employees. TIP: Get good legal advice regarding how you classify temps and IC workers.
Amazon, Wayfair and other online retailers are increasing cutting into "brick & mortar" store sales. Some big retail chains like Sears and K-Mart have already missed the online retail purchasing wave. The pressure on retail store footprints have already been felt by Target, Wal-Mart, Borders, Barnes&Noble and even Starbuck's. TIP: If it can be automated and purchased online, it will be. Gigs for talent to aid in this transition are in demand.
Studies continue to show that only 1 in 3 workers are partially or fully disengaged with their work. Recent data shows 50% of full time workers expect to change jobs this year. Millennials demand work/skills development and instant feedback, yet fully expect to have as many as 5 different employers in the next 3 years. TIP: If you are not engaged, get a gig. If you are an employer, pay attention to retention of talent before you lose it.
I and others have been reporting on the tectonic shift and the force of change which will impact ALL businesses. With faster and cheaper robotics and AI, there are few jobs not at risk of elimination. How will we cope with so many who are able to work but lack the skills needed? Will this cohort grow as more baby boomers reach retirement? Can POTUS really bring back high paying manufacturing? TIP: If you can't swim or keep pace with change, you might want to get out of the way.
According to recent data secured by Freelancers Union, the U.S. has about 53 million independent or solo workers which was divided into 5 categories based on the definitions in the far right column. That population is expected to double over the next decade. TIP: If you are an IC which category(s) do you fit into? Does it match with your abilities and capabilities? If an employer, you can use this chart as a baseline for mobilizing future revolving teams of full time and IC workers .
Our mission is to bring clarity and definition to the value of the blended workforce and why/how the gig economy will march forward with or without our adjusting to it. You may not read it here first, but for comprehension and connecting the dots to work for you is what we hope you will find here.