The business industry has witnessed some unfathomable transformations during the COVID-19 pandemic, and the companies had no choice but to adhere and accept to keep with the flow. One of them was the increase in the need for gig workers such as freelancers, contract workers, independent or remote workers, etc., which inadvertently called for quick fix-ups in the company culture to boost amicability. Gig workers, who were earlier shunned by the corporate giants due to their unconventional work culture, are now looked upon as lucrative assets for short time projects. Also, given that they bring high-skilled talent to the table while being cost-effective, the corporates are now loosening their ties and opening their cubicles to capitalize on independent workers.
But is the need for change in company culture imperative? Unequivocally, yes. Although several cities might have partially returned to normalcy, the future is flighty, considering the virus is still lurking in the shadows. Hence, it’s safe to say that the change in company culture is vital, as the gig workers are here to stay. Plus, with more and more people opting for remote and independent working due to flexibility, profit, and a sense of authority, the companies must remodel the workplace culture to welcome and allure independent workers into their organizations. The importance of company culture is primarily to maintain a positive work culture and prevent toxicity, miscommunications, hostility amongst workers, and several other reasons that can hamper revenue and growth.
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The organization must not only adapt to a gig worker’s flexible working methods but also help one feel a part of the company during the contractual period. Moreover, there’s a good chance the full-time employees may be affected by the company’s decision to outsource projects. Several fallacies can crop up too that can further poison the cubicle ambiance. Here are some of them:
- Employees may feel they are not skilled enough for the projects, thus leading to demotivation
- With crucial assignments outsourced, the work assigned to them might come across as trivial
- The attention given to gig workers might demotivate and make full-time employees act hostile towards them
Additionally, the gig workers have experienced repercussions as well after getting aboard corporate companies that continue to be gripped in the bond of the traditional 9 to 5. The lack of security, unstable salaries, and hostility from full-time workers can bring down their zeal towards work too. Therefore, organizations must consider remodeling their company culture that respects both the gig workers and the in-house employees. Also, studies have shown that a smooth onboarding process can help them fit in, followed by assigning a mentor who they can turn to for guidance. Moreover, training and educating them about the company’s core values, goals, and culture will prevent ambiguity. After all, clarity is essential, also when it comes to their role and representation in the company.
Furthermore, the HR team must organize surveys and take feedback from the in-house and out-house workforce regularly. Team leaders must balance the projects between both teams and involve them in decision-making to maintain overall cordiality. Also, involving full-time employees in the onboarding process and consigning projects will make them feel significant, thus preventing toxicity in the long run.
Presently, it is fair to state that the gig economy is on the rise and by the end of 2021, it might form a robust ecosystem that will challenge the conventional working methods. Therefore, the leaders must roll up their sleeves and start reckoning a change in their company culture today to succeed and thrive tomorrow.
References:
- The Gig Economy – How to Capitalize It as a Company or a Freelancer | Greg Digneo
- Gig Workers Are Here to Stay. It’s Time to Give Them Benefits | Alex Rosenblat | 3 July, 2020
- Gig Workers & Company Culture: How to Make it Work | Sarah Skerik
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