Five Methods for Gig Workers to Stay Engaged at Work

What Does It Mean to Be a Gig Worker?

There’s no doubt that gig workers are the future of the working world. Gig workers are basically short-term contractors and freelancers. The pandemic has created a shift towards more remote work opportunities for the long term, so much so that organizations are providing more opportunities for short-term and contracted work now than ever before. So, what’s the difference between the two professions? Freelancers are self-employed employees that are hired to work on specific assignments for different companies. Freelance jobs can include bloggers, photographers, authors, translators, graphic designers, and voiceover actors. On the other hand, contractors are employees that are hired to undertake a contract for projects and manual labor. Such jobs can include event planners, graphic designers, and web designers. This blog will dive into tips and tricks on how to engage gig workers when you hire them for your organization.

Design a Clear and Smooth Onboarding Process

Gig workers are employees at the end of the day, and they need to be treated just like any other employee when they join your organization. According to Forbes, “the onboarding process for gig workers should include giving them access to the digital tools, company resources and information they need to succeed.” They should also be educated about the company culture and values so that they can have a smooth employee experience during their time there. Their resume should tell you the basics that you need to know about their past work experience, but be sure to ask them if there’s anything your business could be doing differently to engage them at work. Be sure to check in during the onboarding process on whether they need any extra support or questions answered about the business and its practices.

Make Them Feel Like Part of the Team

According to Harvard Business Review, “gig workers prefer to work for employers that treat them as part of the team.” Invite them to team meetings. Give them a chance to contribute their perspective towards ongoing projects. Help them help your organization stand out from competitors. Invite them to team lunches. All these listed activities will allow gig and part-time workers to make the most of their time in your organization. This can potentially result in positive referrals for future employees that could come your way. Treating gig workers as part of the team will immensely enhance productivity and produce valuable results for ongoing projects as well as a positive company reputation.

Offer Incentives and Practice Recognition

More than anything, gig workers desire flexibility. Employees, including gig workers, need to be rewarded to feel appreciated and validated. Such incentives include a raise in their salary and milestone achievement rewards. Milestone achievement rewards could include a salary bonus, renewal of contract, or even a transition into a full-time position! Many gig workers end their contract if they are not appreciated for the work they contribute. As a manager, recognizing an employee’s hard work and effort will continue to build a solid relationship with them. This will also motivate the gig worker to continue to thrive and achieve excellence rather than compel them to doubt themselves over their level of progress at work. 

Give Feedback to Full Time and Gig Workers Alike

Feedback is a crucial element for an employee to improve at work and for employee satisfaction. For gig workers, feedback defines their job at hand. Gig workers only stay at your organization for a finite time period. According to Harvard Business Review, “If they’re doing a good job for you, thank them, especially in front of others.” For anyone, feedback should be genuine, constructive, and have positive intentions. Constructive feedback is a big motivating factor to create a positive state of mind for the employee. This can give them the reassurance that they are doing well at work. Feedback should be given sooner rather than later so that the employee can implement it and continue doing excellent work. 

Provide Gig Workers with Job Security

At the end of the day, the gig workforce doesn’t usually stay in one job permanently. According to Forbes, “the most common problems gig workers face are late payments and unreliable cash flow.” When a gig worker comes towards the end of their contract, make sure you have a conversation with them about potentially working for you again. Review their performance with the management team to come to a decision on what the best next steps are for each gig worker. If you don’t have something for them to do on an immediate basis but you’re interested with working them again in the future, it’s important to give them that reassurance about staying in touch with them and keeping them in mind, to build a positive relationship.

Gauging Employee Experience for Gig Workers with PxidaEX

Want to know how to keep gig workers engaged with your organization? Want to understand their needs and expectations with their employment process? PxidaEX is a great first step to get you started on improving your business’s employee experience. Sign up for a free trial today!