28.05.2020

Four processes to adopt a gig scheme in your company

The so-called gig economy refers to the sum of work carried out in subcontracting systems or through third-party applications, generally temporary or by project, and carried out by independent workers.

The so-called gig economy refers to the sum of work carried out in subcontracting systems or through third-party applications, generally temporary or by project, and carried out by independent workers.

 

Today’s society is facing changes in technology, globalization, generational turnover, and even the coronavirus pandemic. These schemes begin to take hold to the extent that some organizations such as Procter & Gamble, FedEx, and Verizon are reportedly already outsourcing 25 to 50 percent of their workforce.

 

If we consider that Generation Z will occupy more than a third of the working age population at the beginning of the decade and that most of the millennials prefer to work independently, we are facing a clear transition in our idea of work.

 

What can we do to prepare the ground and adopt these schemes in our companies? Let’s explore a few points.

Talent management

Mixed structures with a plant talent base that creates and maintains the value of organizations and an outsourced workforce that operates and injects dynamism from the outside are likely to become increasingly common.

 

It will undoubtedly require re-balancing of budgets and changes in the payroll and service provisions. Beyond that, the challenge lies in the onboarding and integration of human capital into organizations.

 

With tools like LinkedIn or Fiverr, we can find precise profiles, but how do we create affiliation and a sense of belonging among them? For this, it is convenient to have onboarding processes ready in the company and introduction meetings with the rest of the team.

Flexible environment

With flexibility as the guiding principle in the gig scheme, metrics are different from those in traditional work environments.

Since self-employed workers are more like third-party entrepreneurs than payroll employees, this leads to a different dynamic in the way they are managed and supervised. Schedules and specific ways of working no longer matter as to make way for results and delivery times.

 

These workers may have additional projects or different schedules, so it is essential to find and agree on ways of working that suits both parties. For the same reason, asynchrony is another common element in these models, with the help of digital collaboration and communication applications.

New Processes

Naturally, different tools correspond to alternative forms of work. Given the dynamics of subcontracting and distance, it is essential to install a series of mechanisms facilitating harmonious and frictionless interaction between the parties.

 

The design of temporary contracts integrates the basis of this organization, confidentiality agreements, and work orders that clarify the terms and scope of labor relations. Also, it combines the repercussions in case of non-compliance; also, for payments, installing simple electronic invoicing and transfer processes; and ensuring the quality of services received, evaluation formats for subcontracted professionals.

Tool Base

These pillars address specific work processes. They achieve it by purchasing licenses for different programs and services in the cloud to facilitate processes: for collaboration, tools such as Dropbox, Google Drive, and Slack can be used; for project management, Monday and Basecamp; for communication in meetings and video conferences, Zoom and Microsoft Teams, to mention a few current examples.

 

However, if the working relationship starts through an application (such as Fiverr or Upwork), it is crucial to keep it within its framework and respect its rules of use.

 

All solutions imply challenges. While this trend towards the gig economy has clear benefits such as flexibility and savings, it also presents challenges such as attracting and focusing talent towards objectives.

 

Companies must understand this new normality, adapting it according to their needs. That means looking for the right balance of employees and freelancers to bring the best of both worlds together.

 

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