Gig Economy Principles Are Adopted By Businesses To Combat Burnout

If you are the employer of a lot of people, it’s no secret that there are a lot of moving parts involved in the day-to-day processes of keeping the business going. You have full-time employees, people who earn both pay and hourly wages, part-time workers, and more than likely have used a recruiting agency over the years to fill in the blanks. In your experience, some managers like to work with temp agencies, while others are not the biggest fans. Like the toppings on a hot dog, it all depends on your personal preferences. But, there is one segment of the market that is roaring – the gig economy.

On the surface it could appear simple (someone comes in, does a job and leaves), it’s a little deeper than that. According to the industry, there needs to be a more nuanced approach to resolving staffing issues.

When you think of the gig economy, you probably think of Uber or GrubHub, but a whole world has opened up – you can get your car fixed in your driveway or hire movers to come and take out boxes. There are many apps that put money in people’s pockets through tasks like delivering food, but also working in a team for a day or as reception staff for a concert. business.

A lot of people love the odd-job economy because honestly the internet has democratized our lives so much that millions of workers would rather be their own bosses, which honestly also works to the benefit of businesses.

Firstly, there is less demand for the business because if they need a specific job, they can bring in wizards to strike the job, collect their salary and move on. For businesses, this helps because they only pay once instead of keeping someone on staff and paying them every year.

The current boom is in apps that connect workers to businesses that need help.

Instead of the consumer being the end user, apps connect a worker to a temporary or sometimes long-term employer with one click.

And the process is simple: workers have as much control as companies. The price is set by the company and the hours and people they need, but the worker can set their skill level and availability. So when there is a match, everyone wins.

While some of the companies offering access to the space offer workers concerts for any length of time, some of them even double their retention, offering W-2s and full insurance to stay in the worker community so that employers have a larger pool to choose from.

This model works because it encourages both parties: the worker works on his terms and continues to receive benefits, and the company gets the staff it needs for the work of the project without the HR / taxes / risks.

Listen: this W-2 aspect is huge. The reason is, if you’ve ever dealt with a 1099, it’s the worst. Removing the tax burden is an important victory for the worker, especially for those of us who still struggle to understand “should I be asking for one or zero?” “

Because this model addresses a major staffing problem, regarding short-term assistance, it remains very worker-centered.

The aspect of flexibility is built into the fabric of the concept, as the labor pool is what matters – you can have a bunch of open jobs, but you need skilled and motivated people to do it. fulfill these roles. While this is a group work scenario, it is also unique in that it focuses less on the person doing an idealized task like delivering food, and more on a team to solve a problem. problem or complete a job.

Basically, they digitized the temporary staffing model, but eliminated all overhead and worker quality issues.

They take a job market and connect it to a consumer through an iPhone app. But the consumer isn’t someone who needs a ride to the airport, they’re a business who needs help putting on a Pearl Jam concert in a stadium.

With the market moving about on time these days, there is a clear course of action at stake – we are seeing more and more companies adopting gig workers, even for the day.

It’s easier to bring in someone as a temp to help sort out projects or just finish things that regular staff are too busy to handle. One of the main advantages of the model is that it helps prevent employee burnout.

For a place like a hotel, if there is a bunch of odd jobs piling up, it’s easier to spend money for a day or two of work rather than adding to the workload. ‘an already overloaded staff.

It’s a new world that is evolving every day, but with every swipe, tab and click, we see the workforce expanding in ways we never could have imagined just a few short years ago. If the future of work is now, imagining five years from now is mind blowing.

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