They deliver your groceries, walk your dog when you get stuck late at work, and mow your lawn. They are gig workers, and they are revolutionizing the American workforce. Gig workers are independent contractors that cobble together multiple “side gigs” or contract work to earn a full-time income.
The concept is hardly new. Think about musicians or painters who work on commission. It has expanded into a broad swath of industries in more recent years. Spurring the explosion in what’s been dubbed the “gig economy” are multiple different triggers. COVID-19 and the global pandemic’s impact on the traditional workforce are the first. The other is the Great Resignation, the nationwide movement of full-time workers giving up seemingly stable jobs due to a lack of passion or flexibility.
The experiences of gig workers, including the various pros and cons, are well-documented. But given the fact that more than half of all U.S. workers will be working at least one side job by 2027, it makes sense for business leaders to become more familiar with the concept. That’s why we wanted to focus today on what it’s like to be a field service company that hires gig workers, touching on some of the most significant organizational benefits.
Perhaps the most obvious benefit of hiring gig workers is the overall reduction in spending. Hiring gig or contract workers, these savings occur because of a variety of factors. Most revolve around the differences between gig workers and full-time employees (FTEs). As gig workers, contractors aren’t entitled to the same paid vacation leave. Nor will they get retirement matching or insurance benefits that many FTEs receive. Companies may also be able to save on physical infrastructure costs.
If you want to catch the right fish, you’ll need to cast as wide a net as possible. And that’s exactly what hiring gig workers can do for your business. Since you aren’t reliant on people in your immediate area, this strategy can be especially impactful for short-term projects. Or even those involving unusual or less desirable shifts that FTEs may not be interested in.
This one works in lockstep with saving money, but it’s more about operational efficiency and effectiveness. The gig economy empowers businesses like yours to staff up or down depending on specific projects or seasonality swings. For example, if your business is particularly busy around the holidays, adding gig workers from October through January can save you the trouble of hiring FTEs that you’ll no longer need in February. Going this route also helps you avoid temp agencies that charge a fee to connect you with workers.
In the case of gig workers, their livelihood depends on their ability to land their next gig. This fact is not lost on gig workers who recognize the importance of doing a good job in the hopes of their current gig leading to a future gig. FTEs certainly have their place within the workforce, but there is an ongoing risk of longer-tenured employees growing complacent in their jobs. That shouldn’t be a concern with gig workers.
Whether your workforce comprises FTEs, gig workers or a combination of both, the field service management software solution from EnSight+ can help you better manage your workflow. To learn more about EnSight+ and how we can customize the software to your unique specifications, book your demo today.
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