By Lukasz Karwacki
Companies face many challenges in their mission to grow. One of them relates to recruitment, or more precisely, to the cultural changes that impact the needs and preferences of talents.
Let’s make one thing clear:
To grow your company, you need top talent. And you need those people to stay with the company for more than just a few months.
Otherwise, there simply won’t be enough time for them to get in sync with the company goals and culture, move along the learning curve, and start being truly productive.
The trouble is, sourcing skilled employees is harder than ever. And even if you manage to find and hire talents, keeping them on board is really difficult.
Problem: Getting talent on board
Most companies (including mine) deal with one or more of these problems:
1. Recruitment difficulties:
- A general shortage of talent – the demand for skilled workers is growing, but the number of these workers isn’t growing equally fast. That forces companies to explore outsourcing opportunities (which can be incredibly beneficial, but present another set of challenges).
- Employees are more demanding than ever – enterprises and well-funded startups compete for the most talented workers. In this environment, highly-skilled workers can be picky, and that makes sourcing them even more difficult.
- Lack of skill on the market – if you run a tech company, you probably realize that technology is evolving so quickly that no school or university can effectively prepare juniors for the reality of the job market in the tech industry which experiences an increasing pace of innovation.
2. The Gig-economy mindset:
Some employees prioritize independence and flexibility over loyalty and long-term commitment. Some even believe that one should be changing the workplace every few months to get diversified experience. As you can imagine, it’s more difficult to inspire these workers to commit, contribute to common objectives, and add value to the company sustainably over a period of time. But trust me, you can accomplish that with the right approach (more on that below).
3. Digital nomadism
Digital transformation and workforce globalization made remote work a new standard and a popular preference among workers:
- 76% of workers prefer to do important tasks in places other than the office,
- 82% of them claim they would be more loyal to their current employer if they offered flexible working arrangements,
- the trend is particularly strong among Gen Y/Z workers – 69% of millennials will trade other work benefits for flexible workspace options.
Remote work presents companies with another share of challenges: efficient communication and collaboration, building bonds between team members, and building a company culture that lasts.
Here’s what all founders need to acknowledge
You won’t change the market
These new workforce trends will only become stronger with time. So you better spend time thinking about how to adjust to and leverage these trends. Business success comes to those who have an open mind and are willing to adapt their operations to new circumstances.
Human nature doesn’t change from generation to generation
We’re still the same creatures with the same behaviors, needs, and desires. What changes is the world around us. It’s important to remember that temporary hype and speculative bubbles can easily lead us astray; they distort our perceptions of the world, especially when we talk about the needs of Gen Y/Z workers. They essentially have the same needs as other generations, just want to fulfill them in new ways.
The world is increasingly polarized
Even though the barriers of entry in certain sectors seem to be decreasing (one only needs a laptop to work in IT!), the growing sophistication and complexity of the challenges we face as organizations require more effort and higher operational efficiency.
It’s much easier to start a company than it used to be in the past. But it’s much more challenging to grow a business and maintain a substantial competitive advantage.
So we better get used to these challenges and think of new strategies to counter them. Here’s how.
How to grow your company despite these challenges
Here are three strategies that helped me to grow my company. During the last two years, Sunscrapers grew from 15 to 32 people.
1. Improve your recruitment tactics:
- Articulate and showcase your company’s mission, vision, and values. It’s not only money that counts here. Especially for Gen Y/Z workers, the purpose and values they can identify themselves with are particularly important. For example, one of our values is “never stopping learning and self-improving” and we translate that into reality by offering our workers “growth budgets” they can spend on books, courses, or conference participation.
- Find your employer differentiator; something that makes you different from other employers in your field. It’s like a Unique Selling Proposition, only formulated for your employer brand, not your product or service. It can be company culture, your approach to doing businesses, your unique processes or activities.
- Adjust your processes, so they become more employee-oriented. Be responsive and deliver on your promises. If you say that you’ll get in touch with candidates within three business days, do that. Show how their future role is embedded within the company mission.
- Provide value at every recruitment stage. For example, develop a method for speedy application processing. Acknowledge that you’ve received an application and thank the candidate for reaching out. Provide meaningful feedback.
- Learn how to differentiate between talkers and doers when recruiting for critical roles in your team (which basically means every role). The culture of social media inspires people to look good, causing them to sometimes exaggerate when talking about their skills.
2. Improve your operational efficiency
- Invest in your onboarding process to help new employees get up to speed quickly and start adding value to your company. Here’s how:
- Prepare the right materials and the training process,
- Set very clear goals (most companies find that problematic, we’re just starting to get it now),
- Prepare a detailed plan and tasks for the first weeks of work,
- Provide supervisor support.
- Prepare processes and tools for remote collaboration. “The best are everywhere,” and there’s no reason your company shouldn’t take advantage of talent just because it’s located elsewhere.
- Manage by values. That doesn’t mean abdicating from management, especially when it comes to supervising junior employees. But here’s another approach to managing a company:
Management by values is based on developing a working process that meets the company’s business needs, as well as the employee needs.
In practice, it means focusing on building self-organizing teams where team members are empowered to make mission-critical decisions. Such teams usually deliver an excellent quality of work, identify with the company’s objectives and express loyalty to the company.
Another management by values technique is articulating company values and referring to them in the daily work (feedback, rewards – we use Bonusly for that), as well as company events and evaluations.
3. Decentralize the structure and decision making
- Gather and organize all the relevant knowledge within the organization. This is especially important in the onboarding process where the immediate availability of insight is essential for process productivity.
- Invest more in establishing processes but avoid complexity. Break roles and processes into standalone, manageable, and often-updated chunks and assign the owners to each process, role, or responsibility. Such owners need to be 100 percent aligned with the company’s culture and vision.
- Always be grow replacements for critical people in the organization, so that events such as emergency incidents, health problems, holidays or simply parting ways doesn’t hurt your operations.
- Create local leaders and tribes. Instead of a fixed hierarchy, group people around specific competencies or responsibilities. That approach worked well at my company – for example, we group developers not only by technology (like frontend or backend), but also by their role in a team (team lead, architect, DevOps, etc.) or their involvement in in-house processes recruitment, marketing, or sales).
Company growth happens over a long-term basis.
To follow Ray Dalio, it will still take for a team member at least 1.5 year to become aligned and fully productive! Out of the people who decide to leave the company, most will do that during their first year of employment. Fewer of them do that in their second year and even fewer in their third year. So do what you can to keep talents on board for the first three years, and you’ll position your company for success.
Over to you
Have you used other strategies to address these challenges and grow your company with top talent?
Please share them in the comments section; I want to start a conversation about what founders can do to leverage the latest workforce trends to their advantage.
Lukasz is a co-founder and CEO of Sunscrapers. He’s got his background in computer graphics (graduate of Kingston University London) and has started his career as a web designer in a creative agency. He currently manages Sunscrapers, leads the business development team and does client consulting. Throughout the last 10 years, Lukasz managed, supervised and consulted over 100 projects for startups, SMBs and enterprises across different industries and locations.
Gig Economy Platforms Market Size, Key Players Analysis, Competitive Scenario, Opportunities, Development Status 2021-2026|ayer DTaskRabbit, BellHops, Guru.com, HopSkipDrive, Freelancer, etc
Latest research on Global Gig Economy Platforms Market report covers forecast and analysis on a worldwide, regional and country level. The study provides historical information of 2016-2021 together with a forecast from 2021 to 2026 supported by both volume and revenue (USD million). The entire study covers the key drivers and restraints for the Gig Economy Platforms market. this report included a special section on the Impact of COVID19. Also, Gig Economy Platforms Market (By major Key Players, By Types, By Applications, and Leading Regions) Segments outlook, Business assessment, Competition scenario and Trends .The report also gives 360-degree overview of the competitive landscape of the industries.
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Some of the key manufacturers operating in this market include: ayer DTaskRabbit, BellHops, Guru.com, HopSkipDrive, Freelancer, Rover, Upwork, Fiverr, DoorDash, Favor Delivery, Turo, Twago Enterprise, Handy,, , and More…
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Gig Economy Platforms market competitive landscape offers data information and details by companies. Its provides a complete analysis and precise statistics on revenue by the major players participants for the period 2021-2026. The report also illustrates minute details in the Gig Economy Platforms market governing micro and macroeconomic factors that seem to have a dominant and long-term impact, directing the course of popular trends in the global Gig Economy Platforms market.
Market Segment by Type covers(APP-based, Website-based, )
Market Segment by Application covers (Freelancer, Independent Contractor, Project Worker, Part-Time, )
Regions Covered in the Global Gig Economy Platforms Market:
1. South America Gig Economy Platforms Market Covers Colombia, Brazil, and Argentina.
2. North America Gig Economy Platforms Market Covers Canada, United States, and Mexico.
3. Europe Gig Economy Platforms Market Covers UK, France, Italy, Germany, and Russia.
4. The Middle East and Africa Gig Economy Platforms Market Covers UAE, Saudi Arabia, Egypt, Nigeria, and South Africa.
5. Asia Pacific Gig Economy Platforms Market Covers Korea, Japan, China, Southeast Asia, and India.
Years Considered to Estimate the Market Size:
History Year: 2015-2020
Base Year: 2020
Estimated Year: 2021
Forecast Year: 2021-2026
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Some Major TOC Points:
- Chapter 1: Gig Economy Platforms Market Overview, Product Overview, Market Segmentation, Market Overview of Regions, Market Dynamics, Limitations, Opportunities and Industry News and Policies.
- Chapter 2: Gig Economy Platforms Industry Chain Analysis, Upstream Raw Material Suppliers, Major Players, Production Process Analysis, Cost Analysis, Market Channels, and Major Downstream Buyers.
- Chapter 3: Value Analysis, Production, Growth Rate and Price Analysis by Type of Gig Economy Platforms.
- Chapter 4: Downstream Characteristics, Consumption and Market Share by Application of Gig Economy Platforms.
- Chapter 5: Production Volume, Price, Gross Margin, and Revenue ($) of Gig Economy Platforms by Regions.
- Chapter 6: Gig Economy Platforms Production, Consumption, Export, and Import by Regions.
- Chapter 7: Gig Economy Platforms Market Status and SWOT Analysis by Regions.
- Chapter 8: Competitive Landscape, Product Introduction, Company Profiles, Market Distribution Status by Players of Gig Economy Platforms.
- Chapter 9: Gig Economy Platforms Market Analysis and Forecast by Type and Application.
- Chapter 10: Gig Economy Platforms Market Analysis and Forecast by Regions.
- Chapter 11: Gig Economy Platforms Industry Characteristics, Key Factors, New Entrants SWOT Analysis, Investment Feasibility Analysis.
- Chapter 12: Gig Economy Platforms Market Conclusion of the Whole Report.
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Key highlights of the Gig Economy Platforms Market report:
• Growth rate
• Renumeration prediction
• Consumption graph
• Market concentration ratio
• Secondary industry competitors
• Competitive structure
• Major restraints
• Market drivers
• Regional bifurcation
• Competitive hierarchy
• Current market tendencies
• Market concentration analysis
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Global Gig Economy Market by Market Share, Vendors, Growth Rate, Analysis, Product Type, Revenue| Airbnb, CouchSurfing, FlipKey, Onefinestay
(Post-pandemic Era)- Global Gig Economy Market 2021: Inclusive Insight
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List of Top Manufacturers/Key-players of Global Gig Economy market growth report (2021- 2026): – Airbnb, CouchSurfing, FlipKey, Onefinestay, Vrbo/HomeAway, Xiaozhu, Care.com, Heal.com, Pager, Amazon Flex, Cargomatic, Farmdrop, The Food Assembly, Deliveroo, DoorDash, VIPKid, Airtasker
Gig Economy Market Segment by Type covers: Delivery, Food, Education, Retail, Others
Gig Economy Market Segment by Application covers: enterprise, personal
About “Gig Economy Market” Growth:
In this report, the global Gig Economy market is valued at USD XX million in 2020 and is projected to reach USD XX million by the end of 2024, growing at a CAGR of XX% during the period 2020 to 2024.
Reason to purchase this Gig Economy Market Report: –
1) To gain insightful analyses of the market and have comprehensive understanding of the global market and its commercial landscape.
2) Assess the production processes, major issues, and solutions to mitigate the development risk.
3) To understand the most affecting driving and restraining forces in the market and its impact in the global market.
4) Learn about the market strategies that are being adopted by leading respective organizations.
5) To understand the future outlook and prospects for the market.
Production, consumption, revenue, market share and growth rate are the key targets for Gig Economy Market forecast from 2013 to 2025 (forecast) in these regions:
- Southeast Asia
- South America
Key questions answered in the report:
What will the market growth rate of Gig Economy market?
What are the key factors driving the global Gig Economy market size?
Who are the key manufacturers in Gig Economy market space?
What are the market opportunities, market risk and market overview of the Gig Economy market?
What are sales, revenue, and price analysis of top manufacturers of Gig Economy market?
Who are the distributors, traders, and dealers of Gig Economy market?
What are the Gig Economy market opportunities and threats faced by the vendors in the global Gig Economy industries?
What are sales, revenue, and price analysis by types and applications of Gig Economy market?
What are sales, revenue, and price analysis by regions of Gig Economy industries?
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Table of Contents
Global Gig Economy Market Outlook-by Major Company, Regions, Type, Application and Segment Forecast, 2015-2026
1 Market Scope Gig Economy
1.1 Gig Economy Market Snapsshot
1.1.1 Major Companies Overview
1.1.2 Market Concentration
1.1.3 Market Share & Six-Year Compound Annual Growth Rate of Major Market (CAGR)
2 Global Gig Economy Industry Analysis
2.1 Sector Breakdown Assessment, 2015-2026
2.2 Market Assessment by Type
2.3 Market Size Analysis and Forecast, by Application
3 China Gig Economy Market Estimates & Forecasts
3.1 China Gig Economy Market by Sector, 2015-2026
3.2 China Gig Economy Market by Application, 2015-2026
4 EU Gig Economy Market Estimates & Forecasts
4.1 EU Gig Economy Market by Sector, 2015-2026
4.2 EU Gig Economy Market by Application, 2015-2026
5 USA Gig Economy Market Estimates & Forecasts
5.1 USA Gig Economy Market by Sector, 2015-2026
5.2 USA Gig Economy Market by Application, 2015-2026
6 Japan Gig Economy Market Estimates & Forecasts
6.1 Japan Gig Economy Market by Sector, 2015-2026
6.2 Japan Gig Economy Market by Application, 2015-2026
7 India Gig Economy Market Estimates & Forecasts
7.1 India Gig Economy Market by Sector, 2015-2026
7.2 India Gig Economy Market by Application, 2015-2026
8 Southeast Asia Gig Economy Market Estimates & Forecasts
8.1 Southeast Asia Gig Economy Market by Sector, 2015-2026
8.2 Southeast Asia Gig Economy Market by Application, 2015-2026
9 South America Gig Economy Market Estimates & Forecasts
9.1 South America Gig Economy Market by Sector, 2015-2026
9.2 South America Gig Economy Market by Application, 2015-2026
10 Value Chain (Impact of COVID-19)
10.1 Gig Economy Value Chain Analysis
10.2 COVID-19 Impact on this Industry
10.2.1 Industrial Policy Issued Under the Epidemic Situation
11 Competitive Analysis
11.1.1 Key Information
11.1.2 Service/Solution Introduction
11.1.4 Business Dynamics
11.2.1 Key Information
11.2.2 Service/Solution Introduction
11.2.4 Business Dynamics
11.3.1 Key Information
11.3.2 Service/Solution Introduction
11.3.4 Business Dynamics
11.4.1 Key Information
11.4.2 Service/Solution Introduction
11.4.4 Business Dynamics
11.5.1 Key Information
11.5.2 Service/Solution Introduction
11.5.4 Business Dynamics
11.6.1 Key Information
11.6.2 Service/Solution Introduction
11.6.4 Business Dynamics
11.7.1 Key Information
11.7.2 Service/Solution Introduction
11.7.4 Business Dynamics
11.8.1 Key Information
11.8.2 Service/Solution Introduction
11.8.4 Business Dynamics
11.9.1 Key Information
11.9.2 Service/Solution Introduction
11.9.4 Business Dynamics
11.10 Amazon Flex
11.10.1 Key Information
11.10.2 Service/Solution Introduction
11.10.4 Business Dynamics
11.13 The Food Assembly
12 Research Conclusion
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Gig Economy Market Report 2020, Trends, Competitive Landscape and Opportunities
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