Published: 02 May 2023
Fewer than one in three gig workers feel engaged. Highly engaged gig workers are more likely to be high-performing, work for the organization in the future and promote the organization among their peers. HR leaders should seek out talent management strategies that can boost gig worker engagement.
Highly engaged gig workers are 3.4 times more likely to be high performers at work and 5.8 times more likely to be promoters of their organizations to their professional networks.
Respect and recognition matter more to gig workers than the flexibility, timeliness and transparency of compensation.
Clear and achievable goals have more than twice the impact in increasing gig workers’ likelihood to be highly engaged than the ability to be flexible and innovative in how they do their work.
Compared to receiving downward feedback from their managers, the ability to provide upward feedback to their managers is more important in driving
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