Participation in the concert economy has grown in recent years and has grown exponentially since the onset of the coronavirus pandemic, in part due to the increased reliance on concert staff to deliver must-have items to consumers’ homes. It was a classic 9-to-5 world of work and prompted many clerks and white-collar employees to turn to gig work for an additional, even primary, source of income during those unprecedented times.
As the world begins to become more embracing of this new way of working, which will no doubt continue to expand post-pandemic, talented leaders will need to prepare for this inevitable change and find new staffing tactics that ensure long-term viability. of the gig economy.
While there is no universal definition of concert painter, making it a difficult group to categorize, some estimates expect painter staff to account for about 35% of the U. S. painter force. That’s about 57% of the U. S. workforce. Millions of Americans are lately engaged in some form of gig work that contributes more than $1 trillion to the U. S. economy annually. These numbers are expected to rise, with some expecting freelancers to make up more than a portion of the U. S. workforce through 2023. .
However, those estimates were made before COVID-19, and we understand and plan how the global gig economy will fundamentally replace the post-pandemic:
Work flexibility is and potentially more so than ever
One of the biggest benefits of the gig economy is the flexibility it offers, whether in terms of work schedules and the types of jobs staff can take on. In fact, before the pandemic, about 70% of concert staff reported participating in the gig economy through selection and because it featured more flexibility, and rarely more income, than a full-time job. While this flexibility has been appealing, since the onset of COVID-19, many full-time employees have most likely had to reluctantly sign. out of necessity.
As the pandemic forced many offices and schools to close their physical doors, running parents were forced to become remote workers or in-home teachers. Without the ability to entrust the care of their children to someone, many parents, and especially working women. – have had to quit their 9-to-5 jobs to take care of their families and have taken on odd jobs.
Live work allows Americans to focus on their families during the day and get back to work where and when it works best for their schedule. It remains to be seen what effect this trend might have on full-time work, but on traditional employers. You may want to adapt and offer greater flexibility to full-time painters who have become accustomed to more flexible on-demand painting arrangements during the pandemic.
Competition for concert paintings has intensified
Although the demand for concert staff has accelerated since the start of the pandemic, festivals for concert jobs have also intensified. Workers who participate in the gig economy as their only source of income now have to compete with everyone. with each other, as well as with full-time staff in the past who were forced to work for hire. What’s more, as more Americans turn to the informal economy, employees are struggling to get the benefits they once enjoyed. Perhaps it is a merit of necessity for some companies that depend on the availability of talent, the employees themselves will need their personal logo and expand their capabilities to take advantage of the maximum viable opportunities.
A strong social contract will be a requirement
The global fitness crisis we are going through has put even more emphasis on the rights, benefits, and protections that companies offer their workers, in another form known as the social contract. While many U. S. workers opt for a more flexible lifestyle model and don’t need to be hired as full-time employees, the debate continues over what benefits and protections corporations deserve to offer to all of their organization’s staff.
That’s the crux of California’s recent vote on Proposition 22, a measure that allowed companies to classify workers as independent contractors but required them to offer others a physical care allowance and 120 percent of the local minimum wage. flexibility that employees value, but it also highlights the need for protections like fitness coverage, especially in the midst of a pandemic.
Other states will most likely follow California’s lead, as concert staff and the general public put more pressure on businesses, especially big tech companies, to take better care of their employees, regardless of task classification. Providing the desired flexibility and coverage through collaborative staffing will likely require collaboration between employers, staff, and state governments to be successful.
There’s no denying that the gig economy has become an integral component of the U. S. workforce. In the U. S. , a trend that has only been accelerated by the pandemic. Millions of employees are choosing to work on arrangements that are better suited to their lifestyles than those presented lately through fully independent companies. However, the expansion of the sharing economy also raises vital questions about the protections your staff are entitled to and the long-term viability of those paint deals if those protections are not provided.
Now is the time for corporations to rethink the role staff play in their organization and create a plan to retain them in the future. Even though their growing ranks can bring workforce agility and profitability, as the economy seems to be. In 2021, employers will want to think about how to retain the most productive staff to help their organization jumpstart its recovery efforts in the months and years ahead.