The recent pandemic-led crises have shown us that companies need to develop resilient strategies and find ways to learn from problems while transforming them into something more substantial. As a result, it gets easier to assemble teams, find expertise within or outside, collect information from potential employees, draw collective knowledge, and handle real challenges for flexible companies. However, to build such capabilities, company culture needs to incorporate constant learning as an essential element of it.

It is not always possible to find answers with large-scale learning programs. Although they are well designed, they follow a top-down approach and fail in most cases due to their inability to take the initiative. Experts at Global Investment Strategies believe companies need to encourage employees to develop a gig mindset to succeed. They are salaried and full-time employees with a freelance attitude.

These professionals have an innovative mindset and are constant learners. They can take the initiative, self-manage challenges, feel free to follow shortcuts, focus more on skills instead of roles, and not hesitate to deal with the status quo. Employees with a gig mindset take ownership of their individual growth, but they also feel free to learn from others and have a remarkable ability to influence others. If you want to know how people with a gig mindset can promote the company’s growth, below are some insights.

Learn, apply and share

People with a gig mindset live with learning, apply and share their perspectives, and it further helps the entire organization’s growth. These ambitious employees are always eager to develop new skills and intend to switch to new companies and roles. If your company offers more support to such advanced employees, they can share their skills and tactics with your organization to help long-term growth.

Self-assessment of the company

To understand if your company is supporting a gig mindset or not, you may need to analyze a few essential aspects and identify areas for improvement. First, you need to check the flow of ideas and information. Are employees at different levels able to talk to their senior leaders directly without messing around with multiple layers in the management? Check if your teams focus on experimentation and learning new knowledge beyond their positions and titles.

Fostering a gig mindset within the company is a retention issue. If employees with a gig mindset experience some hurdles in growth at your company, they are likely to switch to another platform to work. This development is easier for them since most companies these days are looking for a talent pool to sustain themselves in the competitive market. Therefore, organizations need to create a favorable environment for employees with a gig mindset to enjoy personal growth and contribute equally to the entire workplace’s development. As a result, they can bring greater returns to the organization in the long run.