Originally made up of contract workers or “desk-less” employees who may work from home or in the field, the alternative workforce has evolved to include outsourced teams, freelancers, gig workers and many more. By 2020, the number of self-employed workers in the United States alone is projected to triple to 42 million people. To gain access to unique and business-critical skills, managing alternative forms of employment has become essential. Recruiting and onboarding these workers is typically the first barrier; keeping them informed and engaged is the next. But how do you communicate with alternative workers when many of them may not have company emails, don’t sit at computer on a daily basis, or work seasonally?
While organizations are starting to take the first steps to understand and offer rewards packages that are custom tailored to their employee’s preferences, they have only begun to scratch the surface. In particular, nearly all organizations have focused on considering the needs of their employees and are missing out on a large segment of their workforce—contractors, freelancers, and gig workers.