5 Things To Understand About Adopting a Gig Culture in Your Company

5 Things To Understand About Adopting a Gig Culture in Your Company


Just as the disruptive mindset has transformed industries, businesses, and markets, it’s also revolutionized the way we work. Technology and infrastructure have given rise to a gig economy which has expanded employment possibilities beyond traditional full-time roles.

A shift within the work mindset has contributed to changes that have seen growth in alternative sorts of employment like remote work, freelance, short-term engagements and contract projects. Companies embracing this new world of labor recognise that as workforce needs and demands still shift, it’s essential to reply during a way that meets the requirements of the individual and therefore the organisation.

 “At Philips, we attempt to be an employer of choice by encouraging professional growth with the continual development of skills and careers,” explains Aimée.

“This programme enables employees to realize knowledge, strengthen their networks and explore other areas of our business.”

A commitment to engaging employees and providing an innovative learning workplace experience helped spearhead the launch of a successful gig pilot programme within the worldwide HR community.

Following success with the worldwide HR pilot the united kingdom business-wide programme was launched.

“Employees could prefer to work three hours every week on projects in several areas of the business alongside their regular jobs.”


The response was very positive, people could see the potential to develop their career by gaining experience they might not get otherwise.

 ”It offered the chance to collaborate with new and diverse colleagues and acquire tangible skills while exploring a career path they’ll want to pursue in future.”

Make it meaningful

While a project like this doesn’t require extensive resources to implement, it’s essential that gigs are meaningful. Providing employees with valuable experience is critical to the success of such a programme, an administrative support role won’t make the cut.

“As a part of the preparation, we surveyed employees asking about which areas within the It company in jabalpur they could want to figure , and therefore the sorts of experiences and skills they might wish to cultivate.

Among the responses were specific requests like solutions experience, digital marketing and data analytics.

Other ideas were broader in scope like launching internal communications strategies or project management. As a result, we could plan accordingly. Working with the business to spot the projects and teams that would provide desired work experience and necessary support.

Provide support

A successful gig depends on the support of skilled managers who provide coaching and simply integrate gig participants into their teams.


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“We provide managers and participants with training materials and FAQ’s explaining what they will expect and the way we will help them.”

In some cases we’ve to assist managers define their gig projects, to make sure the experience is useful to both parties. and that we also keep an in depth watch on participating employees, monitoring how they’re doing.”

Conducting regular surveys allows you to refine and adjust gig projects in real-time as necessary.

“HR provides the back-end administration and management of the programme to permit for a seamless operation. We even created a gig email inbox to form it easy for all the gig participants to ask HR any questions.”

Prepare gig ambassadors

While the support for the programme is resounding, it does requires an ongoing commitment by HR to stay it on the management agenda. this suggests getting as many gig ambassadors as you’ll on board to be advocates for the project.

It also requires equipping gig managers with the required information to enable them to hold out their roles effectively. Support can include providing discussion guides featuring comprehensive FAQs and ensuring their availability to mentor and coach gig recruits.

You might got to provide gig managers with some upskilling and training support, so they’re prepared for his or her responsibilities.

Consider the timing of your launch

Schedule your launch when training and development is top of mind. We unrolled the pilot mid-year when performance reviews happen because it’s a time when we’re already that specialize in career growth.

Offering a program like this enables employees to require ownership of their personal development, providing them with a platform that permits them to accumulate new skills during a way they feel supported.

Our launch involved an enticing discussion with staff introducing the gig concept with case studies and explaining how it helps everyone concerned steel oneself against the workforce of the longer term .

It was important that there was a robust understanding of the project’s mission to make a piece environment where employees can identify and gain the experiences needed for meaningful careers.


Monitor results and keep fine-tuning

Assessing the effectiveness of the programme allows you to make sure that future versions are even more successful. Get feedback from both gig managers and recruits to find out what worked and what might be improved subsequent time around. Share positive experiences with gig ambassadors and managers to assist spread the word.

One of the various success stories we had involved a manager who did a gig during a global team environment get a dramatically different outlook to the business compared to their regular role which had a more local responsibility. Another recruit decided to vary jobs after a very inspiring gig experience.

‘Charlotte moving from Talent Acquisition to a billboard role was an unexpected outcome of our programme, however, this really demonstrates that we are creating a piece environment where our people can identify and gain the experiences they have to create a meaningful career and fulfil their potential!”

Considerable effort goes into making a gig experience meaningful, then far the feedback is overwhelmingly positive with most gig recruits confirming they gained experience they wouldn’t have otherwise had. Likewise, 100% of gig managers recommend the programme. With the demand for gigs exceeding the present supply, the outlook for the programme is extremely promising.

In today’s world, agility helps us to thrive. Skills got to evolve as technology keeps changing the way we work. The gig economy has inspired a replacement movement that gives a dynamic and innovative approach to figure empowering employees to seek out their path to a rewarding career.

At It company in jabalpur challenging our people to develop their skills and succeed within the corporate allows us to draw in and retain talent. Engaged employees are shaping the longer term of our business placing us within the best position to fulfil our mission of improving three billion lives a year by 2030.

Expect a path to the unexpected

When you explore new paths, there are not any markers: you blaze the trail; you lead the way. Yet Philips provides the environment for fulfillment with stimulating and satisfying projects, inspiring colleagues, leading multi-disciplinary teams, extensive learning resources, and therefore the freedom to develop meaningful products and solutions.

You’ll arrive with ambitions. But you won’t be limited by them. As a Philips employee, expect the unexpected. Your career may take new directions through opportunities and responsibilities you never dreamt of getting . otherwise you may discover that the impact of the work that you simply do is way greater than you’ll ever have imagined.

You’re given ample room to say your abilities, but you’ll never work alone. We supplement on-the-job learning with coaching and mentoring, also as formal training.

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