The gig economy supports many workers, with nearly 6 million people (3.8% of workers) in contingent jobs and over 10.5 million working as independent contractors, on-call workers or for contract firms and temporary agencies. How companies engage with their workers is shifting, as more begin to work with temporary associates. To secure commitment from the workers that provide the best support, it’s key for employers to find relevant ways to connect with their teams. How do you do this?
Employees become frustrated when there is murkiness surrounding their performance, pay and advancement. Rather than your employees turning to websites like Glassdoor, work toward creating an environment of trust by sharing information in a timely manner. It also helps to explain why some decisions that impact your workers are made. While your workers may not always agree with business choices, it’s more likely that they will respect transparency from you.
While people choose gig work for many reasons, flexibility is a top reason for many. With this flexibility comes the opportunity to choose work from a number of different companies. Helping your individuals in your workforce to succeed in their jobs will help ensure the strongest workers keep coming back to you. Prepare them to be able to make decisions in various situations so they feel empowered. You can make training a building block so they understand the goals of your business and how they can help reach them.
Surveys among temporary workers show that 58% believe that full-time permanent employees are treated better, and 56% of gig workers aged 25 to 34 feel they are outsiders compared to permanent workers of an organization. Take time to familiarize yourself with new workers, temporary or not, and recognize all staff for a job well done.