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Organisations can address the issues of contingent worker appreciation and integration, while maximising their productivity and providing them with job satisfaction. Advocates for integrating contingent workforces have built employer brands focused on positive daily work experiences of all employees – from flexible to full-time workers. Adopting this approach instantly makes contingent workers feel more valued and part of an organisation, while increasing job satisfaction and unlocking employee value.

 

The integration of contingent workers can directly influence a company’s productivity. With increasing competition over talent between organisations, to become an ‘employer of choice’ companies need to reposition how they appeal to this flexible work-force. The strategy of treating contingent workers as part of the team not only allows employees to feel included socially by their peers, but also allows organisations to recognise their value. This increases both job satisfaction and overall productivity. Inclusive treatment, then is the key to accessing the right types of contingent workers in a competitive ‘gig economy’.

Know more: define contingent

 

Knowledge-based organisations in particular are under pressure to be consistently innovative.  These industries are more likely to benefit from the mindset of contingent workers, who bring fresh ideas and improve the talent pool, and must therefore work to retain them. Research has shown that the right employer branding strategy can also improve contingent work-quality by up to 69 percent. Early treatment of contingent workers becomes crucial for maintaining a higher caliber of people in this case. The most innovative organisations are increasingly focused on individual performance, enabling contingent workers to receive remote peer recognition for their efforts.