People Movements Bring Change. The Gig Mindset Is No Exception.
First, people brought social to the workplace
This happened with social networks, which entered organizations timidly over a decade ago, were upsetting to many senior managers, but have now become widespread: approximately 60% of organizations have a single network worldwide, and another 25% have multiple networks.
Then people led and won the BYOD debate.
BYOD is another example. Bring Your Own Device was frowned on, even forbidden, in most companies. People did it anyway. Why? Because they had no choice. They needed mobile to do their jobs. Today well over half of organizations officially allow it for work purposes. And most of the others accept it. Companies with the most successful customer-facing workforce also have the highest rate of BYOD.
I wrote about this in 2016: Tracking the Trends in Bringing Our Own Devices to Work in the Harvard Business Review. Exceptions occur of course in highly regulated industries or on sites with highly classified data.
Now the gig mindset is the new battle ground.
Figure 4 for “How a Gig Mindset Inside Organizations Will Shape Our Future”, published on LinkedIn and as part of a series of posts for the 10th Global Peter Drucker Forum blog.
The survey data show that older workers are more likely to have a gig mindset approach to work whereas the younger age groups self-assessed at the lowest level in the survey population. Unsurprisingly, the younger workers rate themselves significantly lower on behavior 4: assuming responsibility outside of hierarchical systems.
Figure 3 for “How a Gig Mindset Inside Organizations Will Shape Our Future”, published on LinkedIn and as part of a series of posts for the 10th Global Peter Drucker Forum blog.
The first phase of the research was a short online survey involving 297 people around the world who feel an affinity to the gig mindset as we defined it.
The Advisory Board brought extensive experience from different industries and countries on the gig mindset inside organizations.
Here’s a link to the pdf file where you can see the members LinkedIn profiles.
Preliminary observations that will be developed in more detail in the final consolidated data report from the on-going Gig Mindset survey: (more…)
What is the goal of the gig mindset research?
For the last few years I have seen many people, salaried, INSIDE organizations, showing signs of attitudes and behavior similar to external freelancers. I use the term “gig mindset” to describe this phenomenon and decided to explore it further. (more…)
Figure 1 for “How a Gig Mindset Inside Organizations Will Shape Our Future“, published on LinkedIn and as part of a series of posts for the 10th Global Peter Drucker Forum blog.
The framework for the gig mindset research started with a description of 8 contrasting behaviors. The version you see above is the current result after many hours of conversation and refinements with the Gig Mindset Advisory Board.
The gig mindset brings a sense of freedom, openness, engagement and accountability, inside and outside organizations. The gig mindset in the workplace should be embraced, not resisted. (more…)
I’m researching the gig mindset. I do NOT mean external gig workers or freelancers or members of what is commonly called the gig economy. I mean salaried people who work inside organizations, but behave in ways similar to external freelancers. (more…)