Webinar
Build an Internal Gig Economy to Energize and Retain Talent
This webinar discusses building an internal gig economy to energize and retain talent, emphasizing the shift from talent scarcity to abundance, creating a learning organization, democratizing work, and busting functional silos.
Key Insights
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-  The concept of building an internal gig economy to energize and retain talent involves giving employees opportunities to stretch and expand their skills while learning something new in temporary roles. This approach aligns with the evolving needs and expectations of employees in the rapidly changing world of work.💡
- Implementing the principles of talent sharing, talent mobility, creating a learning organization, democratizing work, busting functional silos, and aligning HR systems can help organizations transition from a talent scarcity mindset to a talent abundance mindset. These principles are essential for adapting to the new gig economy and fostering a culture of continuous learning and growth.
- Â The success of implementing an internal gig economy model relies on aligning leadership behaviors with the new way of working, reshaping organizational culture, and leveraging technology to support talent matching and sharing. By creating a culture that values talent abundance and choice, organizations can drive engagement, retention, and innovation.
- Utilizing a change management model, such as the one based on Willis Towers Watson’s change model, can guide organizations in effectively implementing the internal gig economy. It is crucial to conduct a change readiness assessment, establish a change management plan, and focus on effective communication and storytelling to drive successful adoption and integration of the new talent operating model.
- Building a business case, assessing organizational readiness, enabling the process through technology, defining ways of working, piloting the process in different departments, and defining success metrics are essential steps in transitioning to an internal gig economy. By taking a systematic approach and aligning HR systems with the new model, organizations can effectively leverage their existing talent and drive organizational agility and performance.
- Case studies, such as the implementation of the Hitch platform at a company like Hair Technologies, demonstrate the real-world impact of the internal gig economy model. By saving capacity, driving engagement, and busting functional silos, organizations can realize tangible benefits in terms of talent utilization, employee satisfaction, and organizational efficiency.
- Emphasizing the importance of mindset shift, culture change, effective change management, and technology enablement, the key to successfully implementing an internal gig economy lies in fostering a culture of talent sharing, continuous learning, and agile working practices. By embracing these principles and driving organizational change, companies can adapt to the evolving demands of the modern workforce and enhance their competitive advantage in the marketplace.
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Timestamped highlights:
03:45 The world of work is changing rapidly with a diverse global population, shifting demographics, and advancements in technology.
10:18 Companies need to invest in upskilling and reskilling their workforce to adapt to the rapidly evolving skill requirements.
19:37 Shifting from a talent scarcity mindset to a talent abundance mindset is crucial for success in the new gig economy.
27:50 Providing employees with choice and opportunities to stretch their skills leads to increased engagement and retention.
36:22 Creating a culture of learning and growth within the organization is essential for attracting and retaining talent.
43:15 Utilizing technology to enable talent mobility and skill matching across departments enhances organizational capacity.
54:06 Breaking down functional silos and fostering collaboration between departments leads to innovation and improved performance.
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