There is no question that the world of work is changing. With artificial intelligence (AI), blockchain and robotic process automation (RPA), to name a few, technologies are disrupting the industry in radical ways. When you factor in the retirement of Baby Boomers, the advancement of Millennials into management positions and the proliferation of globalization, the face of the workforce is profoundly different. In addition, over the past 40 years – more so over the past 20 – the concept of working at one company for a person’s entire career has become completely foreign. You would be hard-pressed to find someone who graduated from college any time after 2000 who is still with the same company they initially joined. It’s not your father’s – or dare I say, grandfather’s workforce anymore.
Perhaps the biggest change to the landscape of all is that over 41.5% of the workforce is represented by contingent workers, which brings its own set of challenges. This particular dynamic can have legal implications, making it more important than ever to begin those relationships with clearly defined expectations. With such a large portion of the workforce considered “non-employee” (which includes independent contractors, temp labor, freelance personnel and other gig economy workers), it is more critical than ever to carefully frame expectations.