Image by Matthew Henry on Burst
Participants: Employees of all levels
The term “gig economy” originated in the music industry, where temporary contracts for individual performances (gigs) are the norm. An in-house “project marketplace” uses the notion of gig work in terms of acquiring specific skills and capacities for particular requirements. The platform can be integrated into the existing personnel planning system or implemented as a component of the internal communications app.
With an internal “project marketplace”, organizations can benefit from the diversity of ideas and skills that already exist in-house, for example by considering women and men equally for assignments. It may take time to adjust to the new process. However, with the proper communication mechanisms and seminars in place, the transition should be much easier.
An in-house “project marketplace” combines the flexibility and autonomy of job-gigging platforms with the advantages of permanent employment relationships. The internal competition for the most exciting projects motivates employees to develop themselves, increasing their work engagement and satisfaction continuously.
In an open recruiting process, the project marketplace provides a platform for involving employees with diverse qualifications in transformation projects. Employees may use the digital solution themselves to request to form a diverse team to participate in idea competitions or a working group on a specific topic (e.g., a diversity & innovation thinktank, organizing team-building events).
Self-regulated resource planning in this form leads to greater efficiency: avoiding staffing shortages and inactive phases results in long-term cost savings and positively impacts the organization’s ability to innovate.