We made it through the pandemic. Since then we have seen a revolution of employee-focused workplace benefits from better pay equity to increased remote and hybrid roles and more.
But what does the future of work look like for the next 2-3 years?
According to SHRM Executive Network, gig has gone mainstream.
Gig work is quickly becoming more than a side-hustle for much of the workforce. In fact, the size of the gig-workforce is on track to surpass the size of the full-time workforce by 2027. Gig work has been common in service industries for some time, but now we are seeing a surprising rise in gig work among skilled workers.
Gig work allows freedom that full time work doesn’t. Many of us got a taste of freedom from the full-time work life during COVID and clearly, many enjoyed it and continue to embrace it. Gig work means more flexibility for time with family, for travel, and creating a work/life balance.
Businesses are getting in on the gig work as well. By utilizing freelance workers, businesses can combat the threats of labor shortages, inflation, and economic downturn. Six out of ten executives say they expect gig workers to substantially replace full-time employees over the next three years. That means big changes in the way our workforce looks and acts.
What else is changing the way we work as a society?
Well, there are a few trends arising and here are some impacting the organizations I work with:
1. Employers are “quiet-hiring” in-demand talent
Remember “quiet-quitting?” That concept is now being turned on its head and “quiet-hiring” is starting to trend as a way for organizations to acquire new skills and capabilities without adding more, full-time employees.
What does this look like?
- Using the employees they already have in the areas they need them most and compensating them with one time bonuses, additional PTO, promotions, or greater flexibility in their roles
- Providing specific upskilling opportunities to help employees meet the needs of the business
- Leveraging other methods to fill roles like alumni networks and gig workers
2. The pursuit of nontraditional candidates is expanding talent pipelines
In order to fill critical roles, organizations need to become more comfortable at looking at candidates skills specific to the role, rather than credentials and prior experience. We will see a shift in applications to put less focus on educational and experience requirements. This does mean more opportunities for those that did not have access to professional opportunities.
3. Healing pandemic trauma will open paths to sustainable performance
Nearly 60% of employees reported being stressed out at their jobs. The societal, economic, and political turmoil of the last few years has taken its toll on everyone. Employees need more support from their employers.
In order to become or remain a leading organization, businesses will need to provide:
- Proactive rest instead of rest as solely a reaction to productivity. This could look like encouraging PTO usage before high-volume work periods, no-meeting Fridays, allotted wellness time, and including PTO-goals for managers.
- Discussion opportunities between management and employees without judgment
- Trauma counselors to train and coach managers
This is exactly why Best You Talent Advisors focuses on bringing on-demand fractional talent expertise to small and scaling businesses.
We help organizations adapt as the workforce changes and attract the candidates they need. You can count on our detailed discovery and exclusive techniques and resources to find the exact right-fit talent for key positions faster than you thought possible…without sacrificing confidentiality or candidate quality.
Want to chat about it? Book a time with me here!