The Art Of Managing Gig Workers

Gig workers have exploded onto the scene over the past few years, serving in critical roles for businesses of all sizes and proving their value by delivering quality work at an exceptionally high productivity rate. With the ease of enlisting the services of gig workers and the cost-savings they offer, they’re firmly cemented in today’s business environment. A modern-day mix of traditional workers and gig workers means employers can adapt their management styles to reap the benefits — a departure from the norm that is well worth the change in mentality. As the CEO of a gig marketplace platform, here are some of my tips for managing gig workers.

Understand the importance of communication.

Since gig workers aren’t full-time salaried employees, managers who enlist their services must understand they won’t have spontaneous face time with these workers and can’t call immediate meetings to address issues. It’s important to be flexible with meeting format and availability since gig workers are self-employed and set their schedules. Many of them have chosen the gig economy for the flexibility it offers. I’ve found the most effective employers of gig workers are those who set a weekly meeting time, therefore establishing the expectation that a specific day and time each week is dedicated to discussing current projects.

Employers must also be flexible with their method of communication, understanding that gig workers have several clients filling their working hours, and each of those clients might prefer a different platform for regular communication. This can become complicated for gig workers if one client chooses to use email, another uses an internal chat system, a third jumps on a video call for every need and a fourth client uses an instant messaging platform.

Juggling various communication methods can be problematic for a gig worker, with a higher probability of missing something along the way by simply forgetting to open an application for a specific client on any given morning. For this reason, I suggest employers adapt their gig worker’s chosen form of regular communication, ensuring they stay organized and deliver on company expectations. In many cases, this might be within an online resource where the gig worker was first discovered, which may offer their own messaging system.

Set realistic productivity expectations.

Gig workers are their own bosses, typically filling their workdays with projects on a first come, first served basis. In my experience, they are highly motivated to line up projects to keep money flowing and tend to be highly productive workers. A lengthy to-do list can be a source of stress, as they want to deliver their work quickly to please clients.

Gig workers face different pressures than traditional employees who have the luxury of job stability and a human resources department to mediate any issues. Gig workers need to deliver quality work on time or they may risk being replaced — an easy process for businesses today considering the growing gig workforce and various online resources to find them.

That being said, the reverse is also true. With more and more businesses leveraging gig workers, I’ve seen how jobs are flowing easier than ever for gig workers, and many who are in high demand can be selective with who they work for. The lesson here is that the productivity levels of your gig workers shouldn’t be taken for granted. When you find a gig worker producing quality work at a fast pace, celebrate their contributions instead of unloading an unrealistic workload on them. You might lose them as quickly as you found them. 

Find the right gig workers.

As the gig economy has grown, so have the various online resources to find quality gig workers. (Disclosure: My company provides a gig platform.) Whether your need is personal, such as lawn care or pet sitting, or professional, such as copywriting or video production, an online platform exists to find anyone you need — and quickly.

Employers also realize that hiring and moving on from workers can be more accessible in the gig marketplace. Interviews can be quicker and more transparent, with detailed profiles, work examples and reviews readily available to provide confidence for immediate hire. Conversely, an employer whose expectations weren’t met is under no obligation to rehire the worker. There is no drawn-out, multi-level referral process through an HR department required for moving on, as with traditional employees. 

When looking for the right person for the job, review candidates’ references, past work product and time on the platform. And don’t forget to interview them — ask them about what they love doing, what they are great at doing and share the project you plan on working with them on. Often you can ensure a solid fit if you put in the time to vet and get to know your gig workers.

When you find gig workers you’d like to work with, I suggest reaching out to them in batches of two or three. This way, you can compare costs, timelines and the general vibe of the workers before digging in and getting to work.

Regardless of the type of gig worker needed, employers understand that their gig workforce will operate differently than their traditional, in-office workforce. Managers may need to adapt to a new communication style and adjust expectations regarding availability. A blended workforce is a unique and growing dynamic in the workplace, but it can increase your bottom line if managed correctly. Make your gig workers feel they are part of your team, get to know them and view each project’s needs from their perspective. They’ll thank you with quality work, longevity and an appreciation for the working relationship.

Original Article: https://www.forbes.com/sites/forbesbusinesscouncil/2021/10/06/the-art-of-managing-gig-workers/?sh=559d9f33406f