#AI@Work: If You’re Important We Hire You?
COVID 19 opened the door to remote work. It was open before this but only on a small scale. The pandemic hit and within a year the flood gates opened. People started working remotely and realized they like it; companies realized they were saving money, big money. Some are still a little uncomfortable. Most are asking the question, “How can we make this better?” Gig, contract and freelance workers are accepted and strategic. This is especially true in highly technical fields. They come in many varieties. Gig workers are paid by the task and complete a specific piece of work. Freelancers are usually paid by the hour and hired based on time. There are many different titles for this type of work. What they are not is employees. Which means they are not covered, supported or restricted by standard 20th century employment benefits, laws, or policies and procedures.
It’s time for new standards. Gig workers, freelancers and remote workers need support. They need support in their physical environment. They need support with training, health issues and accessibility. Very few states or national governments have committed to recognizing the role companies play in supporting this new workforce. Many organizations use these workers to process transactions, which makes them very vulnerable to change from AI. Very few organizations have adjusted to managing this workforce. They are used to “fill slots” and assimilate tasks not for strategic workforce solutions. It’s short-term rather than long-term thinking. The real reason alternative workers are used is to enhance organizational performance. The new workforce requires a change in mindsets. The current message is “if your important we hire you.”
The other thing this kind of labor force does is allow companies to experience is flexibility. If companies can move beyond short-term thinking, they can use this workforce strategically and deliberately. They can connect talent with the role and responsibilities. Companies need to make an investment. They need to expand the role HR plays in supporting the new workforce. This can range from ongoing recruiting, onboarding, learning and development to incentive pay and feedback. New platforms and technologies are quickly emerging to support this workforce.
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