The freelance economy is revolutionizing the work lives of busy execs and their teams who are using open source platforms and talent to accomplish more in less time. Every week, new gig-centric platforms sprout up that give execs and companies access to talent pools—from assistants with general skills to highly specialized technologists.
Developing and implementing an open talent strategy—one that engages contract freelancers in a structured way within your company—is an exciting step that puts organizations out front of innovation. But it can feel like shaky territory for some parts of businesses, notably IP, legal, and other key stakeholders whose job it is to uphold the business’s integrity while pursuing innovation and growth.
A future where companies have more freelancers than permanent staff has long been predicted by folks like Forbes contributor Jon Younger, Ph.D., a writer and advisor to HR tech startups. In fact, companies like Google are already there, he says. In his work, Jon helps envision how workforce changes will affect employees and the human-resources function once companies scale. I had the opportunity to chat with Jon recently about the emerging implications of this new paradigm for businesses and employees. Here are a few of the top takeaways from that conversation.
My focus on the future of work means that I’m often privy to the inner workings of some of today’s most innovative companies. Moving toward open sourcing and the gig economy comes with its fair share of internal questioning and resistance