HR Blog

In today’s ever-evolving work landscape, businesses are constantly seeking new ways to boost productivity and stay competitive. In return employees are also looking to build portfolio careers which offer more flexibility and faster development opportunities.  This marriage of ideals can be great for organisations.

Companies should consider leveraging gig workers and individuals with side hustles for a number of reasons. These dynamic contributors can bring a multitude of benefits to your organisation, helping you to achieve more with less. In this blog, we’ll explore the advantages of embracing these flexible work arrangements and also highlight some critical watch-outs to ensure a seamless integration into your workforce.

The Benefits of Gig Workers and Side Hustlers

1. Flexibility and Agility: Gig workers and side hustlers offer the flexibility that traditional employees may not. Their ability to match your project’s needs can help your company stay agile in today’s fast-paced business environment. When your team needs an extra pair of hands, these workers are there to step in.

2. Diverse Skillsets: The gig economy attracts individuals from various backgrounds and expertise. By tapping into this talent pool, you can access a wide range of skill sets, allowing you to match the right person to the right job. This diversity can be particularly advantageous for one-off projects that require unique or specialised skills.

3. Cost Efficiency: Leveraging gig workers and side hustlers can be a cost-effective approach. You can save on overhead expenses like benefits, office space, and training, while also avoiding long-term employment commitments. This financial flexibility can help your organisation allocate resources more efficiently.

4. Productivity Boost: These workers are often highly motivated, as they have a vested interest in delivering high-quality results to secure future gigs or side hustle opportunities. This motivation can translate into increased productivity and quality work, especially for short-term projects.

5. Reduced Burnout: Utilising gig workers and side hustlers can help distribute workloads more evenly among your core team, reducing the risk of employee burnout. This results in a happier, more engaged full-time workforce and better overall workplace morale.

Improving Productivity with Gig Workers and Side Hustlers

1. Strategic Resource Allocation: Identify areas where gig workers and side hustlers can be most beneficial. Use them to fill gaps, handle specialised tasks, or scale up quickly for time-sensitive projects. By strategically allocating these workers, you can make the most of their skills and availability.

2. Effective Onboarding and Communication: Ensure that these workers are well integrated into your team and understand your company’s culture and values. Effective onboarding and open lines of communication can help them feel like valued contributors rather than outsiders.

3. Technology and Tools: Invest in the right technology and tools to facilitate remote work and collaboration. Gig workers and side hustlers often work remotely, so providing them with the tools and systems they need to succeed is crucial for productivity.

Watch Outs When Leveraging Gig Workers and Side Hustlers

1. Legal Compliance: Be vigilant about complying with labour laws and regulations. Ensure that these workers are classified correctly (as freelancers or contractors) and that you’re meeting all tax and employment requirements.  You can find out more by reviewing our Working from Abroad Guidance.

2. Confidentiality and Data Security: Protect sensitive company information by establishing clear guidelines on data security and confidentiality, particularly in light of GDPR Regulations. Ensure that these workers understand their responsibilities in safeguarding your company’s data.

3. Cultural Fit: While gig workers and side hustlers can bring fresh perspectives, it’s important to assess their cultural fit within your organisation. Misalignment in values or work ethic can be disruptive, so pay attention to this aspect during the selection process.

4. Feedback and Evaluation: Provide regular feedback and evaluation to these workers to maintain high performance standards. Constructive feedback can help them improve and align with your company’s objectives.  However employers need to understand the balance between meeting the Agency Worker Regulations and the risks associated with the Agency Worker relationship.

In conclusion, embracing gig workers and side hustlers can be a game-changer for your organisation. They bring flexibility, diversity, and cost efficiency, which can translate into improved productivity. However, it’s essential to navigate the legal and cultural aspects carefully. When done right, integrating gig workers and side hustlers can lead to a more agile, dynamic, and productive workforce. This helps your organisation thrive in a rapidly changing business landscape.

Its a sad fact that economic downturns inevitably brings redundancies. As an HR Business Partner I have managed hundreds of redundancies spanning 60 countries and each one has created a new learning opportunity. Redundancies need to be managed carefully, as they can bring reputational risk if employees have poor experiences, such as the case with Twitter and P&O Ferries.

Each situation I have managed has been different, each employee unique, but some principles and guidelines remain consistent and that is to treat employees with RESPECT. Whether you are an HR professional, manager or business owner, here are my tips:

Rules and regulations. Know what the legal requirements are before making any announcements. The guidelines are there to protect employees and employers. Don’t try to take short cuts!

Equip managers to fully support those impacted in their teams. Ensure they can communicate clearly why the employee is impacted, what is going to happen and when they can expect more information.

Space. Give employees time to digest the news, but let them know you are there when they are ready to ask questions or talk. Don’t make assumptions about where they sit on the change curve, you will most likely be wrong!

Put yourself in their shoes.  Empathy is the most valuable gift you can offer.

Empower employees. Ensuring they have open communication channels and access to consultation materials, HR policies or outplacement support, will provide a more positive experience.

Communication. Successful restructuring comes as a result of successful communication. In markets where consultation is a requirement, great results can come from two-way conversations and embracing employee counter-proposals. After all, no-one knows their role better than the employee in it. 

Take time out. Redundancies are hard. Whether you are directly or indirectly impacted, emotions run high and it can be a very stressful time. Often managers delivering the news are also at risk of redundancy too. Taking time to focus on your health and wellbeing is crucial.

Valued employees deserve RESPECT. Sign up for our HR membership for all the tools and guidance you need to manage your own redundancies.