Engaging gig workers can be tricky. Some might not feel ‘part of the organisation’ at all. But this shouldn’t mean you shouldn’t reach out. Cirrus head of engagement Jenny Perkins comments in HR magazine.

It’s the reality of recent times – the five million and counting self-employed who comprise the UK’s gig economy. Firms using them are literally changing the rules of employment. But does this mean organisations also need to change how they think about engagement – by rethinking how they earn extra trust and create loyalty among what are arguably itinerant workers?

A common need among all gig workers is wanting to feel valued, insists Jenny Perkins, head of engagement at Cirrus. “No matter how transient gig workers are, it’s crucial HRDs don’t treat them merely as a flexible resource,” she says. “They need to get to know them. Gig workers can be great change agents and can overcome resistance to change within a legacy workforce. It’s vital firms both offer and seek feedback, and articulate how their contribution matters.”

She adds: “It’s worth remembering that full-time employees can stay for less time than a contractor, so it can’t be seen as less or more worthwhile investing in one rather than the other.”

 © HR magazine 2018

You can read this article in full in the February 2018 issue of HR magazine.

Read more from Jenny on employee engagement in the gig economy.

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