How to Engage and Motivate Gig Workers

In recent years the gig economy has continued to gain popularity. With it came many benefits, such as widening talent pools and increasing flexibility. However, new methods bring on new challenges.

Employers need to treat giggers differently than permanent staff to engage with them effectively. We’ll outline how giggers are different and what employers can do to motivate them.

Why Gig Workers are Important

We’re in a candidate-focused market where workers currently have more control. A couple of years ago, candidates competed with others for sought-after jobs, and now, it’s the opposite. Companies need to attract candidates and accommodate their needs to retain staff.

The great resignation affected many businesses, and employees turned to temporary jobs. Companies still need the same tasks completed as before, but finding staff is harder. One way to fill the gap is to hire giggers. It is forecasted that gig workers will make up more than 50% of the workforce by 2028. Hiring giggers will help you complete those tasks while increasing your chances of finding an employee.

How Gig Workers are Different

While flexibility is a big reason many people start gigging, it presents challenges too. Workers are giving up their security and structure, which can lead to less belonging or commitment from an employer’s perspective. This is especially true if you don’t meet their needs.

Picture a permanent staff member. They have full-time, secure work, guaranteed pay, and a sense of community. They know when they work, possible advancement, rewards, culture, and purpose that will result. These factors motivate staff but aren’t often communicated to gig workers. 

Remember, giggers don’t have any commitment to your company. Sometimes, they’ll leave a job for one that’s more rewarding or with higher pay. To prevent this, you need to give them a reason to stay.

How to Motivate Gig Workers

Understand Their Motivators

Unlike permanent staff, gig workers’ motivators aren’t usually promotions or job security. They could be financial rewards, education opportunities, independence, or more. The best way to uncover them is to ask! Then, you can use the information to cater to their needs.

Explain Meaning

Giggers often lack a sense of belonging. Many times, businesses don’t explain the bigger picture. Communicate your mission and how gig workers can contribute to give them a sense of purpose. It’ll provide stronger workplace satisfaction if they feel like they are helping towards a shared goal.

Be Transparent

Gig workers can get frustrated with a lack of clarity. Be clear and honest with them. Communicate pay, performance, or advancement to set the right expectations. 

Flexible Rewards

It’s important to get incentives right. A flexible workforce should get flexible rewards. Create clear links between performance and rewards to incentivize professionals. This could include bonuses, pay raises, or ways to progress within the company.

Build Community

Gig workers may not get the everyday social aspect that a workplace usually has. Foster collaboration with existing staff to build community. Encourage new giggers and current staff to share stories and ideas, possibly through events

Stay in Touch

After an assignment ends, stay in touch with the professional. Try to get updates on what they’re up to and whether they are looking for work. You may want them to come back in the future, and it’s good to maintain an open line of communication.

If you’re interested in hiring giggers, get in touch with our team today!