The future of work is changing. To win in today’s competitive business world, companies need to adapt to their evolving landscape and develop an agile workforce which enables them to tap into expert knowledge, and/or add additional resources when required.
Leaders at the forefront now look beyond the traditional methods of employment,
that is, they’ve moved away from just hiring full time permanent employees who
work between 9am and 5pm from an office desk, to engaging a more free and
remote workforce whereby contingent workers and freelancers are an essential
element of core business operations.
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2. It is estimated that by 2020more than 40%of the
workforce will be independent workers,which
includes freelancers, contractors, consultants and
temporary employees
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3. It is estimated that by 2020 more than 40% of the workforce will be
independent workers, which includes freelancers, contractors,
consultants and temporary employees
Harvard Business Review has called this new class of worker the
“SUPERTEMP”who are top professionals such as :
CFOs, General Counsels, HR executives to Consultants,
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4. It is estimated that by 2020 more than 40% of the workforce will be
independent workers, which includes freelancers, contractors,
consultants and temporary employees
Harvard Business Review has called this new class of worker the
“SUPERTEMP” who are top professionals such as :
CFOs, General Counsels, HR executives to Consultants,
They’re trusted by corporations to do
mission-critical workthat in the past would have been done
by permanent employees or established outside firms.
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5. Contingent workers (otherwise known as freelancers,
consultants, contractors or other non permanent employees)
bring a wealth of knowledgeand expertise to an
organisation, filling operational gapsand removing
the need to hire full timeemployees.
Freelance Experts
6. Contingent workers (otherwise known as freelancers, consultants,
contractors or other non permanent employees) bring a wealth of
knowledge and expertise to an organisation, filling operational
gaps and removing the need to hire full time employees.
And while technology continues to
change the way work is completed,
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7. Contingent workers (otherwise known as freelancers, consultants,
contractors or other non permanent employees) bring a wealth of
knowledge and expertise to an organisation, filling operational
gaps and removing the need to hire full time employees.
And while technology continues to change the way work is
completed,
who does it,and how it influences society,
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8. Contingent workers (otherwise known as freelancers, consultants,
contractors or other non permanent employees) bring a wealth of
knowledge and expertise to an organisation, filling operational
gaps and removing the need to hire full time employees.
And while technology continues to change the way work is
completed, who does it, and how it influences society,
companies are starting to find new ways to resolve
what is now a common issue of skill shortages
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9. Did you know around 45 % of companiesare finding it
difficult to find talentwith the skills they need?!
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10. Companiesare now focussing on building and
borrowing knowledge from freelance experts
as opposed to owning them outright as permanent employees.
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11. So, what strategiesdo you implement to
manage a freelance workforce?
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13. Ensure that everyone at the senior ranksare on the same
path and also championing this change.
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14. Educate everyonein the business about how engaging
freelancers will enable to company to fill
operational gaps.
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15. Educate everyone in the business about how engaging freelancers
will enable to company to fill operational gaps.
The more employees understandwhy the company is
engaging freelancers, the more likely they’ll embrace this
change and own it.
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16. Focus on tasksand outcomes as opposed to
a job description and how many hours worked.
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17. Those managing contingent workers focusing on
ensuring freelancers are engaged and productive,
instead of only focusing on what needs to be completed.
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19. A simple way to do this is by providing freelancers with
access to training, development and learning
opportunities, measurable deliverables, incentives
and other benefits that full time employees have
access to.
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20. Implementing policies, proceduresand other
training materials that will assist both full time
employees and freelancersnavigate the agile
environmentwithin the business.
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22. Talent acquisitionand retention strategies for
permanent employeesshould also be implemented
and extended to contingent workers and
freelancers.
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23. Involve HR teamsat the beginning
to source and secure the right freelancer.
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27. The goalfor a company is to develop an integrated
workforce management systemthat can be used to
manageboth full time employeesand contingent and
freelance workers,and provide transparency to the
whole organisation.
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29. Start with a pilot programon a discrete task in your
organisation or team that has low impact on your team
and clients.
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30. Communicatewith the rest of the team that a pilot program
will face road bumpsbut these bumps are critical for
learning.
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31. Engage with tools and technologies
which can be used to communicatewith freelance experts.
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32. Implement an i3 process(information, innovation
implementation) at the end of the pilot program to identify
what went well,what areas need to be improved
and how/who will implement these changes.
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33. It’s vital to have everyone involvedin this process, including
the contingent workersand freelancersengaged, as it
will help the organisation refine the processand
reduce future road bumps.
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34. What happens if I don’t prepare
for the expanding gig economy?
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35. You may face many future challengesif you want to remain
agile, retain talentand service your clients.
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36. What are the benefits of preparing
for the expanding gig economy?
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37. You will be capable of quickly scalingyour workforce to meet
the changingand expanding demands of your
clients,
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38. You will be capable of quickly scaling your workforce to meet the
changing and expanding demands of your clients,
allowing your to stay aheadof their competition, increase
productivity, boost employee morale, reach
company KPIs and better service your clients.
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41. It requires a lot of planning, flexibility, access to the
right technologiesand online talent marketplaces,
as well as the proper mindsetand appropriate shift in
organisational culture.
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42. But you should start working towards an agile
contingentand freelance workforce as soon as
possible to stay relevant and grow.
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