The gig economy is growing 3x faster than the traditional workforce, and Gen Z is leading the charge: ‘They don’t trust the old system’
Joining the concert economy used to be considered a “alternative” professional path – but it has become fast. By 2027, half of the developed world’s workers will be part of the party economy, according to a new report issued by Ogilvy. Although it was initially a mixture of developments in technology and reduced the costs of companies that led workers to independent and independent jobs, the motivation has evolved in independent work.
“Young people are really driven by controlling the balance of their working lives, making their career and listed their careers,” said Reed Litman, Ogilvy, the director of Ogilvy and co -author of the report. luck. “They do not trust the old system.”
Gen Z members in an era characterized by uncertainty and disturbances, from epidemics to political turmoil to collective workers in various sectors. Traditional education is not a guarantee of a stable profession that was one day, as many employers find entry candidates lacking the skills needed to start their rise on the ladder of companies.
A decisive sub -group of the growing concert economy is in the community of creators, influencers, independent businessmen and advisors, a category that includes “any person who publishes or weighs to their personalities or their skills group,” according to Litman. The creation of content, which is seen as a trivial hobby, has become more and more profitable, and the Creator’s economy is scheduled to reach $ 529 billion by 2030, according to a report issued by the visions of the coherent market.
In order to maintain competitiveness and not to lose future talent pipelines, companies must learn to embrace the modern Gen Z’s work at work. Litman argues that employers today often use negative connections with Gen Z, such as high rotation, as a justification why they should not invest in them. “This is a kind of race down, because although there is a truth about the high turnover between Gen Z, these facts are rooted in more total transformations, such as the idea that Gen Z will have many jobs and professions more than past generations,” says Litman. It is not a decision for General Z as it is like social meeting and technological results. “
Litman believes that employers need to embrace all aspects of the employee’s life and break the “invisible walls” between the consumer and the creator and the identity of the employee. Some ways to build loyalty include the Gen Z employees to host network construction events, where they can make contacts and receive guidance from internal and external experts, as well as “republishing days” that allow employees to spend half a day in a quarter in another team.
Access to the component is the other decisive element to keep it among the younger workers, and companies must invest in higher e -learning platforms through the membership of companies. “Leave [employees] Choose the training courses that are in line with each of their interests and the manager’s reactions – directly linked to their reviews. [employees] Unprecedented. “
Finally, Litman believes that companies can acquire a service with Gen Z by supporting their employees ’projects and passion projects, not inhibiting them. It suggests that unlike the focus on charitable work from top to bottom, the company’s resources should be directed to the employee -led initiatives. “Whether it is a side bustle or educational skills on MAVEN, as it is in line with what matters to workers creates a more active and innovative difference,” he says. “The formation of the future of learning and gain includes changing the way you see Gen Z. So in a world where they have more options and flexibility, in order to win with them, you have to appeal to themselves.”
This story was originally shown on Fortune.com
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2025-04-16 17:43:00
