Articles, Research

The Gig Mindset Is Growing Inside Organizations

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. I gave the opening keynotes at IntranetReloaded in Berlin in April and at the London Enterprise Digital Summit in June. Both times I talked about the gig mindset and changes it is bringing to organizations. At both conferences there was strong interest and lots of questions.  I came out of both events convinced that the gig mindset is triggering fundamental changes in how people work.

So I am doing a research project to learn more about the gig mindset inside organizations. Please join this initiative which only takes 20 minutes (link at the bottom of the page).

And consider doing a Group Snapshot as well (explained further down).

What is the gig mindset?

The term “gig mindset” refers to the attitudes and behaviors of people who, even though they are salaried employees in an organization, approach their work more as if they were independent freelancers. Their attitudes and behaviors contrast with those of salaried people who work with what we might call the “traditional mindset” where the approach to work is influenced by defined roles, hierarchy and established procedures.

What are the signs that the gig mindset is happening inside organizations?

For the last few years I have seen many people, salaried, inside organizations, showing signs of behavior much like freelancers.

  • People move fluidly from project to project, changing roles and bosses (meaning project owners) more often.
  • Many don’t have job titles, often just generic phrases on their email signatures.
  • They are self-managed, choose where they work to a greater extent than a few years ago (home, office, on the road).
  • Reputation and personal branding are important to them. They take care to build and nurture it internally and externally.
  • The people I see are more networked than a few years ago. They are active on their enterprise social network, and are frequently members of external, peer-to-peer networking groups made up of people from other organizations.

Join my current research initiative

My current research project is focused on the gig mentality inside organizations: what it means for people, leadership and work cultures. What are the risks and opportunities? How are organizations are dealing with it – encouraging, discouraging, moderating or ignoring?

Here’s link to the survey, which takes 20 minutes maximum. Feel free to share the link! Anyone can participate and get a copy of the consolidated data report.

https://www.surveymonkey.com/r/gigmindset

Group Snapshot

If you want to invite people from your own organization or from a professional community, you can create a group by choosing a one-word identifier (a group tag). Each person fills it in at the end of the survey and ticks the box to request a copy of the consolidated responses from the group. You can use this feature to see the overall results for a department, a company, a community, etc. Ideally, you would have at least 10 people in your group. Only you and your group members will know the group tag, thereby ensuring the data cannot be identified to you or your organization.

Please take the survey (only 20 minutes) or get in touch if you had any questions or comments.