&nbsp;There’s a better way to grow. And it’s not the traditional way.It’s about rethinking traditional employment archetypes. Can we progress from an economy built on full time employment habitually enslaved by unemployment fears, to one where individuals have greater autonomy and are self motivated to do work that inspires them? And as a result, &nbsp;benefit the economy as a whole?You can’t own full time employees. But you can build a winning team with talent management companies. As businesses demand more, external talents are emerging as the sure forerunners of an agile workforce. At Chance Upon, we partner businesses to get a head start over competition by creating collaborative work between companies and the right talents.

<h4>References</h4>Bobbi Thomason and Heather Williams, <a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/04/what-will-work-life-balance-look-like-after-the-pandemic">What Will Work-Life Balance Look Like After the Pandemic?, Harvard Business Review</a> (16 Apr 2020)Chew Hui Min, <a target="_blank" rel="noopener noreferrer" href="https://docs.google.com/document/d/1lPNosseGmJUJLoKNvvzI4IkWDKUAP-9O59TXFMYe8eo/edit?ts=6066aff2#heading=h.z20y38rnj4fw">Work in office, from home, or both? Hybrid work has potential and pitfalls, say experts</a>, Channel News Asia (26 Sep 2020) &nbsp;Arran James Stewart, <a target="_blank" rel="noopener noreferrer" href="https://enterprisersproject.com/article/2020/9/remote-work-3-tips-work-life-balance">Remote work: 3 tips to regain your balance</a>, The Enterprisers Project (11 Sep 2020)Dave Cook, <a target="_blank" rel="noopener noreferrer" href="https://theconversation.com/remote-working-the-new-normal-for-many-but-it-comes-with-hidden-risks-new-research-133989">Remote working: the new normal for many, but it comes with hidden risks – new research</a>, The Conversation (19 Mar 2020)Philippa Fogarty, Simon Frantz, Javier Hirschfeld, Sarah Keating, Emmanuel Lafont, Bryan Lufkin, Rachel Mishael, Visvak Ponnavolu, Maddy Savage and Meredith Turits, <a target="_blank" rel="noopener noreferrer" href="https://www.bbc.com/worklife/article/20201023-coronavirus-how-will-the-pandemic-change-the-way-we-work">Coronavirus: How the world of work may change forever</a>, BBC Worklife (23 Oct 2020)

&nbsp;Before the pandemic, the idea of remote work conjured up a picture-perfect image of work-life balance. For the average office worker, working remotely meant there was no need to jostle with commuters all trying to get to the office at the same time. The time saved on a long commute potentially adds precious hours back into one’s day, offering more time to do the things one enjoys.People who choose remote work recognise how its flexibility can benefit their lifestyles and give them the work-life balance and freedom that they desire. After all, it all boils down to how one sets up an ideal ‘remote office’ to manage work around daily activities, with little or no distractions.&nbsp;<h2>Is Remote Work Encouraging A Culture Of Overwork In This Pandemic?</h2>But this wasn’t the case for the millions of people forced to work from home for the first time due to the pandemic. The ideal work-from-home scenario was far from perfect. The loss of social interactions further took its toll as people struggled to navigate around this new era of worklife. Children were home all the time and some even needed help with online learning. Internet speed at home was inconsistent and erratic. Partners were also working within the same space. Without warning, the hours saved from long commutes have suddenly turned into endless email replies and countless zoom meetings.

&nbsp;A local <a target="_blank" rel="noopener noreferrer" href="https://www.channelnewsasia.com/news/singapore-working-from-home-office-covid-19-13143976?cid=h3_referral_inarticlelinks_24082018_cna">survey</a> conducted by human resources tech firm EngageRocket found that the top three work-from-home challenges were not having the resources they had in the office, space constraints or distractions and (hardly surprisingly at all) longer working hours than usual.The fact that we can be connected to work all the time becomes both a blessing and a curse. This growing expectation to be both available and responsive 24/7 is threatening to undo any possible hope of work-life balance, unless individuals and organizations alike do something about it.&nbsp;<h2>How You Can Establish A Healthy Remote Work Environment For Yourself</h2>&nbsp;<h3>Tip 1: Time Your Tasks &amp; Stick To Them</h3>As Mark Twain once said: “If the first thing you do in the morning is to eat the frog, then you can continue your day with the satisfaction of knowing that this is probably the worst thing that will happen to you all day.” Author <a target="_blank" rel="noopener noreferrer" href="https://www.briantracy.com/blog/time-management/the-truth-about-frogs/">Brain Tracy</a> calls this “eating your frog”, where your frog is your most important task and it should be tackled first thing in the morning. While we can’t always control our work schedules, we can set time aside for priority tasks. More importantly, stick to your plan. List the primary tasks you need to complete for the day or week. Rather than depleting energy on secondary tasks, use your energy to accomplish the most difficult tasks of the day. You’ll realize that the other smaller tasks will seem much easier to handle. &nbsp;&nbsp;<h3>Tip 2: Walk Away</h3>Walk away and have that break. Schedule your meal breaks and have them without guilt. Just as you would an hour of lunch break in the office, make sure you take your meal breaks away from your devices and just focus on enjoying your meal. &nbsp;Resist the urge to reply to that one email or whatsapp message, whether you are in the middle of something or going off for a break. Unplug yourself from the unrealistic expectation that every single correspondence needs to be replied instantaneously. Our brains need unplugging in order to recharge. &nbsp;&nbsp;<h3>Tip 3: Make ‘Me-Time’ A Priority</h3>Set aside time for self-care. Prioritize time for exercise, meditation, coffee breaks, hobbies - anything that will relax your mind and body and prepare you with the energy, peace and joy for tackling your daily tasks. You will be surprised at how much better your body will respond and cope with stressful situations when treated positively and with care.&nbsp;<h2>How Organizations Can Support Remote Work Arrangements</h2>&nbsp;<h3>1. Deconstruct Work Into Asynchronous Projects</h3>Previously, the office was a place where people came in altogether to coordinate and synchronise their work. Now with remote and hybrid work arrangements, much thought has to go into rethinking how work should be designed so that they can be done independently, without the physical need for coordinating simultaneously with others in the office. The idea of ‘deconstructing’ work into asynchronous projects allows the true flexibility of remote work. For example, if someone needs to attend to personal matters such as caring for their children during work hours, they have the autonomy to work at say, a later time.&nbsp;<h3>2. Choose Quality Work Over Quantity Of Work</h3>For decades, the office fell prey to the notion that more face time equates to higher employee productivity. Employees who were the first to arrive at work and the last to leave were deemed as better employees than those who leave on time. Now that remote work has landed a foothold in this new work era, organizations should stop rewarding the longer workday over a more productive workday. Instead, value the creative ideas that are put forth rather than acknowledging face time at the workplace, be it physical or virtual.&nbsp;<h3>3. Regaining The Balance</h3>The collapse of work-life boundaries cannot be ignored. Efforts to regain the balance will have positive implications on mental, physical health and long term economic success. This is a task that must not be left to individual employees to manage, but a concerted effort by organizations that value employees’ well-being over performance. Only then will we be able to triumph over this pandemic with healthier, happier employees and more competent organizations.&nbsp;Read also: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/thinking-of-going-back-to-the-office">What to expect of the future office.</a>

<h3 style="text-align:center;">You may also like to browse through our e-shop for some ‘conversation-starter’ tees when you next return to the office.</h3><figure class="image"><img src="https://cms.chanceupon.co/images/editor/images/24/original/cu-merchandise-tee-shirts.gif?1618218804"></figure>

As the line between work and personal space blurs, people are lamenting that they are working way beyond their official work hours.

As the world adjusts to remote work as the new norm, will it contribute to work-life balance or will it encourage a culture of overwork? Can we set better boundaries around remote work?

Hire anytime, hire anywhere. Hire exceptional.

If The Future Is Remote Work, Will Work-Life Balance Thrive Or Suffer?

<h3 style="text-align:center;">You may also like to browse through our e-shop for some ‘conversation-starter’ tees when you next return to the office.</h3><figure class="image"><img src="https://cms.chanceupon.co/images/editor/images/23/original/cu-merchandise-tee-shirts.gif?1616039725"></figure>

&nbsp;There’s a better way to grow. And it’s not the traditional way.It’s about rethinking traditional employment archetypes. Can we progress from an economy built on full time employment habitually enslaved by unemployment fears, to one where individuals have greater autonomy and are self motivated to do work that inspires them? And as a result, &nbsp;benefit the economy as a whole?You can’t own full time employees. But you can build a winning team with talent management companies. As businesses demand more, external talents are emerging as the sure forer

<h4>References</h4><a target="_blank" rel="noopener noreferrer" href="https://www.channelnewsasia.com/news/business/covid-19-google-flexible-work-week-september-2021-13768892">Google delays return to office to September 2021, eyes 'flexible work week': Report</a>, Channel News Asia (14 Dec 2020)Ryan Jenkins, <a target="_blank" rel="noopener noreferrer" href="https://www.entrepreneur.com/article/352621#:~:text=In%20fact%2C%2083%20percent%20of,to%20communicate%20via%20instant%20message.">How to Improve Communication Between Generations in the Workplace</a>, Entrepreneur Asia Pacific (6 Jul 2020)Ron Carucci, H<a target="_blank" rel="noopener noreferrer" href="https://hbr.org/2020/07/how-to-prepare-yourself-for-a-return-to-the-office">ow to Prepare Yourself for a Return to the Office</a>, Harvard Business Review (6 Jul 2020)Jena McGregor, <a target="_blank" rel="noopener noreferrer" href="https://www.washingtonpost.com/road-to-recovery/2021/01/03/rtr-officetrends/">Six ways your office will be different in 2021, assuming you ever go back to it</a>, The Washington Post &nbsp;(30 Dec 2020) &nbsp;<a target="_blank" rel="noopener noreferrer" href="https://www.servicenow.com/content/dam/servicenow-assets/public/en-us/doc-type/other-document/servicenow-gen-z-and-the-future-of-work-research.pdf">Gen Z &amp; The Future Of Work</a>, ServiceNow (2019)

&nbsp;“I actually miss going back to the office.” The lament - &nbsp;ironically coming from the scores of employees who once wished they could work from the comfort of their own homes. After a year of work-from-home arrangements arising from the spread of the coronavirus, the world’s attitudes around working from home are finally changing. But while companies are beginning to see the benefits of remote working, employees are yearning for life back in the office. Why is this irony happening? Do people really miss the office?&nbsp;<h2>Getting Out Of The House Versus Getting Back To The Office</h2>For decades, the office represented the daily grind. Eight or more hours of hair-tearing work, some pantry chatter, endless meetings and a torrent of email tasks waiting to be completed. The home was naturally a sanctuary of respite from another all-consuming day at the office. When the coronavirus turned our lives upside down, it also tipped the scales on our work and lifestyles. Efforts to work in a home-office with screaming toddlers, a heap of unwashed laundry and household chores turned the office image into a one reminiscent of a quiet library.

&nbsp;Working parents want their children back in schools and childcare facilities. They want to get out of their houses and perhaps have that after-work drink or two and a social life. They want to exit their parents’ homes and regain some ‘out-of-office sanity’. The office suddenly seemed to be the place where one can feel a little more in control.&nbsp;<h2>But The Office Will No Longer Feel Familiar</h2>Even as vaccines roll out and the possibility of office reopenings nears, the average employee will likely experience a ‘workplace culture shock’ back in the office. A return to their work desks will no longer feel the same. With masks and social distancing rules, fragmented teams, hot desking and staggered workdays; the transition back to the office may well be foreign, to say the least.&nbsp;<h2>What To Expect For The Future Office</h2>What can we expect in the 2021 office? For companies eager to reopen offices, here are some trends to watch to help organizations better manage a hybrid workforce that looks set to stay.&nbsp;<h2>Trend #1: Working from home will continue indefinitely</h2>The eight-hour, five days a week schedule will slowly depart, while working from home will become a norm. Organizations have now experienced that home-based and remote work can achieve just as much success as work done in the office. <a target="_blank" rel="noopener noreferrer" href="https://www.channelnewsasia.com/news/business/covid-19-google-flexible-work-week-september-2021-13768892">Google</a> has further extended its work-from-home arrangements this year, as they test a hypothesis that a flexible work schedule model will bring about greater productivity, collaboration and well-being for employees. Under its pilot plan, employees will be expected to spend at least three ‘collaboration days’ in the office, and the rest of the time working from home. It is imperative for organizations to start thinking about what is expected of employees as they embark on similar flexi-week arrangements. What will you do with those valuable ‘collaboration days’ that employees are present in the office? Which meetings will be essential and how long should they be? Which meetings can be virtual? Which departments or key personnel will need face-to-face meetings to yield productive outcomes?&nbsp;<h2>Trend #2: The office space will become a social place.</h2>Ironically, the pandemic has made us crave human interaction - at a time when it is globally discouraged. But what people miss most is people. Even a day a week in the office is vital for team togetherness. People look forward to bumping into each other at the corridor, having water-cooler conversations and idle chit chats that could lead to eureka ideas. The new breed of offices need to reflect that. While we may now shun the open office layout, total isolation pods aren’t solutions either. Employees will be expected to work closely with their teams as they return to the office and office configurations will need to be reshaped into creative, larger discussion zones with dividers for privacy and modular furniture for seating. Expect to see more lockers too as employees will no longer be bound to their assigned cubicles.&nbsp;<h2>Trend #3: Employees will demand a hybrid workweek</h2>While employees crave human interactions back in the office, they are also enjoying the freedom to work remotely on their own terms. Marrying the two will prove a challenging task for most organizations. As employees slowly flock back to the office after a year of remote working, there will be an incremental desire to have a hybrid workweek; dividing time spent between working in the office and at home. Companies should equip their offices to support hybrid working with the right technology; creating safe work zones and adopting new ways of working to maintain productivity, morale and collaboration.&nbsp;<h2>Trend #4: Part time arrangements will prevail</h2>For many working parents with children, most are struggling to fit work into a mad schedule that includes meal preparations, virtual learning for children and school transport arrangements. Parents are increasingly stressed, especially if they are without caregiving help. Companies will need to be prepared to embrace part time arrangements for valued employees as this may just be the retention tool to keep their best hires within the organization.&nbsp;<h2>Trend #5: Engaging the Gen Zs</h2>As Gen Zs enter the workforce, they bring with them a digital fluency as they grew up with technology. Thus, they expect technology at work to be simple and easy but they also want a human-touch work experience. In a research ‘<a target="_blank" rel="noopener noreferrer" href="https://www.servicenow.com/content/dam/servicenow-assets/public/en-us/doc-type/other-document/servicenow-gen-z-and-the-future-of-work-research.pdf">Gen Z’s and The Future Of Work</a>’, it found that 83 percent of Gen Z workers prefer to engage with managers in person, but 82 percent of managers assume their Gen Z employees prefer instant message communication. Another disconnect revealed that 57 percent of Gen Z want to receive feedback several times a week, yet only 50 percent of managers provided frequent feedback. Companies should listen and create a workplace environment that will suit the needs of this new generation, leveraging technology to simplify their work and help managers become active leaders in growing this younger workforce.2020 was a year of unprecedented change. 2021 may well be a year of collaboration, connection and creativity, all while maintaining good social distancing etiquette.Read also: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/here-s-a-smarter-way-of-hiring-and-it-isn-t-permanent">Is there a magic formula for smarter hiring? Learn about the ‘hybrid approach’ for a leaner, more nimble and flexible organization.</a>

Truth is, people don’t really want to get back to the office. They want to get out of their homes. They want to get back to ‘organized mess’.

When this coronavirus goes away, can the office make a comeback? Even if it does, what changes can we expect to see?

Thinking Of Going Back To The Office?

<h4>References</h4>Bobby Allyn, <a target="_blank" rel="noopener noreferrer" href="https://www.npr.org/sections/coronavirus-live-updates/2020/05/05/850986054/airbnb-cuts-1-900-jobs-25-of-its-workforce-as-pandemic-freezes-travel">Airbnb Cuts 1,900 Jobs, 25% Of Its Workforce, As Pandemic Freezes Travel</a>, NPR (5 May 2020)Faiz Siddiqui, <a target="_blank" rel="noopener noreferrer" href="https://www.washingtonpost.com/technology/2020/05/18/uber-layoffs-3000/">Uber lays off 3,000 more staffers, shutters dozens of offices</a>, Washington Post (19 May 2020)Sara Ashley O’Brien, <a target="_blank" rel="noopener noreferrer" href="https://edition.cnn.com/2020/11/20/tech/uber-diversity-report/index.html">New Uber report shows it slipped on Black representation after layoffs</a>, CNN Business (20 November 2020)<a target="_blank" rel="noopener noreferrer" href="https://economictimes.indiatimes.com/magazines/panache/what-pandemic-demand-for-freelancers-increase-india-sees-second-most-surge-after-the-philippines/articleshow/78424900.cms?from=mdr">What pandemic? Demand for freelancers increases, India sees second-most surge after the Philippines</a>, Economic Times | Panache (1 October 2020)Karen Gilchrist, <a target="_blank" rel="noopener noreferrer" href="https://www.cnbc.com/2020/07/07/freelance-work-grows-amid-covid-19-math-stats-game-hiring-in-demand.html">The pandemic has boosted freelance work — and hiring for these jobs is booming</a>, CNBC (6 July 2020)<a target="_blank" rel="noopener noreferrer" href="https://www.gartner.com/en/newsroom/press-releases/2020-05-06-gartner-identifies-nine-trends-for-hr-leaders-that-wi">Gartner Identifies Nine Trends for HR Leaders That Will Impact the Future of Work After the Coronavirus Pandemic</a> (6 May 2020)

&nbsp;Gigs aren’t new. In fact, gigs have existed for over a century. Today, with the proliferation of the Internet and smartphone apps that instantly connect providers and consumers of services, the gig economy has skyrocketed. In just over a decade, Airbnb, Uber and other digital platforms have opened the gig world to a multitude of workers looking for side hustles. Since then, the gig economy has taken on a persona of its own, slated seemingly for a promising future.&nbsp;<h2>An Invisible Stumbling Block</h2>Alas, the unexpected Covid-19 pandemic had other plans. When the silent coronavirus swept through the world in just months, its trail of destruction was visibly clear. Economies bled, businesses shuttered, and many were left jobless. The world was not ready for a stumbling block of this magnitude. The sudden loss of full-time employment further flooded the gig market with unemployed people seeking alternative sources of income. Already a crowded marketplace, the gig economy now appears to be at risk of oversaturation. Even the big boys of the gig economy are succumbing to the coronavirus effect. Airbnb has cut <a target="_blank" rel="noopener noreferrer" href="https://www.npr.org/sections/coronavirus-live-updates/2020/05/05/850986054/airbnb-cuts-1-900-jobs-25-of-its-workforce-as-pandemic-freezes-travel">25% of its workforce</a>. Uber rides have decreased 80 per cent according to the <a target="_blank" rel="noopener noreferrer" href="https://www.washingtonpost.com/technology/2020/05/18/uber-layoffs-3000/">Washington Post</a>, and reported to have sheared off <a target="_blank" rel="noopener noreferrer" href="https://edition.cnn.com/2020/11/20/tech/uber-diversity-report/index.html">25% of its workforce</a>. &nbsp;There is also a trepidation that automation will ultimately replace some of the jobs produced by the gig economy: driverless cars taking over human drivers and robots performing repetitive tasks with little or no downtime. The allure of the gig economy was flexibility and freedom, but now gig workers are as vulnerable as employed workers in terms of opportunities.

<h2>&nbsp;</h2><h2>Bouncing Back</h2>Despite a short term slowdown in revenue growth at the start of Covid-19, a global report by <a target="_blank" rel="noopener noreferrer" href="https://m.economictimes.com/magazines/panache/what-pandemic-demand-for-freelancers-increase-india-sees-second-most-surge-after-the-philippines/articleshow/78424900.cms">Payoneer</a> revealed promising signs of recovery in the freelancing economy mid last year, with revenues picking up by 28 per cent since the beginning of the year. In fact, the report observed that in the months following the Covid-19 crisis, not only was there an increased demand for freelancers, many countries were experiencing a surge. India for example, saw a whopping 46% increase in new freelancers from Q1 to Q2 last year. &nbsp;<a target="_blank" rel="noopener noreferrer" href="https://www.cnbc.com/2020/07/07/freelance-work-grows-amid-covid-19-math-stats-game-hiring-in-demand.html">CNBC</a> reported a 25 per cent increase in freelance job openings during the second quarter of 2020 - compared to the first three months of the year. A recent <a target="_blank" rel="noopener noreferrer" href="https://www.gartner.com/en/newsroom/press-releases/2020-05-06-gartner-identifies-nine-trends-for-hr-leaders-that-wi">Gartner</a> survey reported that 32% of employers are replacing full time employees with contingent workers for greater workforce flexibility.&nbsp;<h2>What Is Driving The Growing Use Of Gig Workers?</h2>Just like the 2008-2009 global recession where we saw businesses tightening their belts and focusing on cost control which ultimately resulted in shrinking full-time employment; the Covid-19 situation is accelerating the rise of the freelancing market with increased demand. The pandemic has reshaped the future of work, pushing remote working as the new norm as a result of global lockdowns and social distancing measures. Businesses are now beginning to realise that outsourcing quality talents is a flexible solution to control costs and boost agility in order to ease them through uncertain times.From the employers’ perspective, hopping onto the gig wagon allows them to have a sharp focus on cost control without the need for additional full-time headcount. Having an on-demand workforce makes organisations more proactive as they can better respond to cyclical demands in their businesses - supporting rapid scale ups when they experience sudden growth spurts. More importantly, engaging the services of outsourced talents allows organisations to tap on specific expertise that may be beyond the capabilities of their current workforce. For some organisations, using gig workers have helped to overcome an entrenched resistance to change in an otherwise traditional work culture.For gig workers, access to virtual portals and technological advancements have made it easier for them to gain access to alternative job opportunities. What excites these job seekers is that there are now avenues for them to feed growing aspirations and work on their own terms. Gig seekers believe that there is a greater variety of work out there, instead of being bound to a 9 to 5 role. The desire to do what they like to do, when they choose to, and the autonomy that comes with freelancing, drive many to seek out the gig economy. Besides supplementing incomes, the prospect of doing multiple things at the same time is a reflection of both progression and independence.The world is changing, and we are now seeing the wide-spread adoption of a contingent workforce. In order for the gig economy to be ‘pandemic-proof’, both employers and gig seekers need to adjust and fully embrace the flexibility of the gig economy. Upskilling and having an open mindset will facilitate a smoother transition for gig seekers. Organisations will have to consider including gig workers in the same ways as regular employees, such as meting out employee benefits like paid vacations or sick leave etc. Facilitating such crucial conversations will play an important role in shaping the future of the gig economy and make it a sustainable future of work.Read also: <a target="_blank" rel="noopener noreferrer" href="https://chanceupon.co/blog/future-proof-your-organization-because-full-timers-aren-t-here-to-stay">Can companies future-proof their businesses? We’ve rounded up some of the pertinent trends coming our way post-Covid.</a>

There’s a better way to grow. And it’s not the traditional way.It’s about rethinking traditional employment archetypes. Can we progress from an economy built on full time employment habitually enslaved by unemployment fears, to one where individuals have greater autonomy and are self motivated to do work that inspires them? And as a result, &nbsp;benefit the economy as a whole?You can’t own full time employees. But you can build a winning team with talent management companies. As businesses demand more, external talents are emerging as the sure forerunners of an agile workforce. At Chance Upon, we partner businesses to get a head start over competition by creating collaborative work between companies and the right talents.

The gig economy has never been tested by a contagion. Can it survive this pandemic?

The gig economy has been growing at an undeniable speed into a global phenomenon. As we enter into the second year of the coronavirus, will the gig economy continue to flourish or will its future start to wane?

The Gig Economy: Fad or Future?

<h4>References</h4>James Manyika, Susan Lund, Michael Chui, Jacques Bughin, Jonathan Woetzel, Parul Batra, Ryan Ko, Saurabh Sanghvi,<a target="_blank" rel="noopener noreferrer" href="https://www.mckinsey.com/featured-insights/future-of-work/jobs-lost-jobs-gained-what-the-future-of-work-will-mean-for-jobs-skills-and-wages"> Jobs lost, jobs gained: What the future of work will mean for jobs, skills and wages, McKinsey Global Institute</a>, (28 Nov 2017)Ashmi Pathela, <a target="_blank" rel="noopener noreferrer" href="https://blog.markgrowth.com/a-practical-guide-to-having-multiple-careers-3eae8748fde2">A practical guide to having multiple careers</a>, (8 June 2017)M. Marginalia, <a target="_blank" rel="noopener noreferrer" href="https://futureofearth.online/generation-multi-career-one-in-five-working-millennials-have-two-or-more-jobs/">Generation Multi-Career: One in five millennials have two or more jobs</a>, (6 Jan 2017)Sandra Henke, <a target="_blank" rel="noopener noreferrer" href="https://social.hays.com/2018/10/29/multi-stage-career-journey-employers-ready/">The multi-stage career journey - are employers ready?</a>, Hays (2018)Bernard Marr, <a target="_blank" rel="noopener noreferrer" href="https://www.pawork.org/7-job-skills-of-the-future-that-ais-and-robots-cant-do-better-than-humans/">7 Job Skills Of The Future (That AIs And Robots Can't Do Better Than Humans)</a>, Forbes (8 Aug 2018)Sherry Moss, <a target="_blank" rel="noopener noreferrer" href="https://qz.com/work/1268161/how-having-multiple-jobs-impacts-your-identity/">How having multiple jobs impacts your identity</a>, (2 May 2018)

&nbsp;‘A job for life’ or ‘A multi-career life’? The one you pick probably resonates with the generation that you were born in. But a multi-career life, seriously? We aren’t talking about a full-time job with a couple of side hustles here. Instead, we are looking at individuals juggling multiple (and different) jobs at the same time, which is becoming increasingly possible in this rapidly changing world of work.

&nbsp;In a report by <a target="_blank" rel="noopener noreferrer" href="https://www.mckinsey.com/featured-insights/future-of-work/jobs-lost-jobs-gained-what-the-future-of-work-will-mean-for-jobs-skills-and-wages#">McKinsey Global Institute</a>, between 400 million and 800 million individuals in the world could be displaced by automation by 2030. Out of these displaced workers, seventy-five million to 375 million may need to switch occupational categories and upgrade their skills.In fact, we are already seeing the onset of a rising global unemployment rate. As the number of full-time jobs diminish, many more people may even need to fulfill several part-time jobs as an alternative to being employed full-time.&nbsp;<h2>A Different Perspective.</h2>It is all too easy to put the blame on automation. While it is true that automation is replacing human workers and fading out full-time jobs, it is also pushing companies and individuals to explore new technologies and upgrade skills to take on a digitized territory. And for many enterprising individuals, this means more than a career change. It presents an opportunity for them to equip themselves with digital skills so as to create multiple streams of income from different work or passion activities. And if one looks at a crisis through a different lens, then this is the time to kick start a portfolio career. &nbsp;Whether that means taking on two or more roles in different industries or combining a few jobs that speak to their passions, &nbsp;employees should take the initiative in crafting their own career paths by pursuing diversified work experiences.&nbsp;<h2>Time To Break The Mold And Be Empowered.</h2>We now live in a world where anyone can be a ‘boss’. It’s a world where small businesses can easily differentiate themselves against the multi-billion dollar titans with just an online presence or even, an Instagram handle. The world is suddenly filled with throngs of entrepreneurs selling anything from ethical fashion to curated home accessories; sustainable candles to artisan perfumes; design work to app developers. The tools to build an online business are so readily available that anyone who has the passion to learn them can easily set up shop. &nbsp;Platforms like Instagram, Etsy, Facebook are creating entrepreneurs all the time and it’s not surprising that a full-time employee is also a ‘web designer’, a ‘photographer’ and a ‘food blogger’. And that is empowerment. Ordinary folks are investing in new tools and learning new skills to capitalise on their abilities to create value, all on their own terms. A multi-career does not discredit one's full-time employment. Instead, one role empowers the other. Why? Because learning in one career leads to discovering that you’re also great for other careers.&nbsp;<h2>Are Employers Ready For The Hybrid Employee?</h2>What about employers? Will they frown upon the hybrid employee who is ‘marketer/ food blogger/ yoga teacher/ photographer/ web designer’? Will they be able to shake away the negative connotation associated with the phrase “jack of all trades, master of none”? Will employers believe that they can actually reap the benefits of these multi-talented hybrid employees who are as productive as they are passionate? &nbsp;While the career progression of the hybrid employee may not be traditionally linear, they offer companies with a unique spread of skills, experiences and expertise that will grow as the market changes. This new breed of workers are highly motivated and effectively use their diverse strengths as transferable skills across their spectrum of work. They are passionate about their multiple careers, and are usually a creative bunch who are often, great problem solvers. &nbsp;Now, more than ever, employers need to look beyond the role that they are hiring for. Rather than seeking out candidates who fulfill the surface prerequisites for an opening, companies have to think differently about how to recruit, hire and retain a new breed of employees who seek different priorities and are eager to experiment diverse roles in their working lives. &nbsp;As AI and machine learning take over mundane tasks, employers need to pay attention to skills of the future that technology has yet to replace. These include assessing the creativity, critical and strategic thinking, empathy, communication and problem-solving skills of the potential candidate. And that’s just the first part. How do companies retain these multi-career minded employees who are unafraid of taking career risks? Companies have to create a culture of creativity and lifelong learning. This may mean helping employees explore multiple career paths and supporting them in developing their hidden talents to build their confidence.So the next time you ask someone what they do for a living and they reply with “I’m a marketer/ food blogger/ yoga teacher/ photographer/ web designer, and I also happen to be an environmental activist.” &nbsp;Keep those raised brows to yourself. &nbsp;This might just be the talent you are looking for.

Globally, up to 375 million individuals may need to switch occupations and learn new skills.

Clearly, the traditional linear career is dying. Be it the role or the meaning of work, the career journey is fast changing. Instead of climbing up the corporate ladder, the new work generation is branching out into multiple careers. Are employers ready for a nonlinear workforce?

Why Multiple Careers Are Empowering And What This Means For Organizations

As the economy recovers, transformation and manpower development efforts will enable companies to build up core capabilities and help them emerge stronger. With regards to manpower, Crystal Koh, founder of Chanceupon feels SMEs should consider the modular teams approach. Howie Lim speaks to her to find out more.

With regards to manpower, Crystal Koh, founder of Chanceupon feels SMEs should consider the modular teams approach. Howie Lim speaks to her to find out more.

 The Rise of The Independent Professional

<h4>References</h4>Jacques Bughin, Eric Hazan, Susan Lund, Peter Dahlstrom, Anna Wiesinger, and Amresh Subramaniam <a target="_blank" rel="noopener noreferrer" href="https://www.mckinsey.com/featured-insights/future-of-work/skill-shift-automation-and-the-future-of-the-workforce">Skill shift: Automation and the future or the workforce</a>, Mckinsey Global Institute Discussion Paper, (23 May 2018)Fuller, J., Raman, M., Bailey A., Vaduganathan N., et al, <a target="_blank" rel="noopener noreferrer" href="https://www.hbs.edu/managing-the-future-of-work/Documents/Building_The_On_Demand_Workforce.pdf">Building the on-demand workforce</a>, &nbsp;Published by Harvard Business School and BCG, (Nov 2020)Roy Maurer, <a target="_blank" rel="noopener noreferrer" href="https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/recruiting-is-tougher-2019.aspx">Recruiting is tougher in 2019</a>, SHRM (22 Feb 2019)<a target="_blank" rel="noopener noreferrer" href="https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf">Talent Aquisition Benchmarking Report</a>, SHRM, (2017)<a target="_blank" rel="noopener noreferrer" href="https://www2.deloitte.com/content/dam/Deloitte/cz/Documents/human-capital/cz-hc-trends-reinvent-with-human-focus.pdf">Leading the social enterprise: Reinvent with a human focus</a>, Deloitte Global Human Capital Trends, (2019)

&nbsp;On-demand. These words have been springing up everywhere, in practically every aspect of our lives. There’s on-demand music and movies, on-demand deliveries and transportation, even on-demand healthcare. Our lives have been completely changed by this Just-In-Time concept of ‘use-when-you-want-it’. Even B2B industries are engaging on-demand hires to help businesses run lean while ensuring smooth operations. The rapid growth of the “on-demand” economy has progressed into new ways of doing business - and working. &nbsp;The global workforce is evolving quickly, exacerbated by the dreaded Covid-19 virus which is showing no signs of abating. More companies have been forced to conduct their businesses remotely, and the world is finally relenting towards remote working. In a McKinsey Global Institute workforce skills executive <a target="_blank" rel="noopener noreferrer" href="https://www.mckinsey.com/~/media/McKinsey/Industries/Public%20and%20Social%20Sector/Our%20Insights/Skill%20shift%20Automation%20and%20the%20future%20of%20the%20workforce/MGI-Skill-Shift-Automation-and-future-of-the-workforce-May-2018.pdf">survey</a> of more than 3,000 business leaders in seven countries, 61 percent said that hiring temporary employees was the most important to their organizations when asked about what types of labor they were planning on using most in the future. &nbsp;While the future remains uncertain for most businesses, the upward trend of on-demand recruiting with an emphasis on agility is offering a slight glimpse into what the future of work is starting to look like. We highlight 5 questions to help you decide if on-demand recruiting is for you.

<h2>&nbsp;</h2><h2>When does an organization need on-demand talents?</h2>&nbsp;<h3>1. When the organization experiences unpredictable hiring needs</h3>Digitalization, automation, and circumstances beyond the control of an organization can give rise to unpredictable hiring requirements. Startups or companies experiencing sudden fast growth may also seek flexible recruiting solutions. While digitally-skilled employees are needed to move with the times, an unprecedented event such as Covid-19 can throw a sudden curve ball and cause hiring freezes or even layoffs. The process of hiring and layoffs can be costly when you take into account the time and expenses involved for training and retraining, employment and release packages, or simply not being able to find the right person for the job. On the contrary, on-demand talents offer more than a stop-gap measure for resolving chronic recruitment problems. These independent contractors have clear expectations about the job, project timelines, how they will be paid or even secondment options if the organization chooses to retain them as in-house talents. More often than not, these talents possess the aptitude, tenacity and skill sets necessary to help the organization navigate through uncertain times. &nbsp;<h3>2. When recruiting for in-house candidates is not fast enough</h3>Hiring takes anywhere from a few days to months. The Society of Human Resource Management (SHRM) <a target="_blank" rel="noopener noreferrer" href="https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf">reports</a> an average time to fill a role of 36 days. Considering that the best candidates are usually off the market within 10 days, recruiting for the right in-house candidates may not be fast enough to fill urgent roles or ad hoc projects to meet the demands of a fast-changing market. On-demand arrangements with digital talent platforms can facilitate and shorten the arduous process to deliver the right help at the right time. &nbsp;<h3>3. When a special skill or capability is required and there is little in-house expertise</h3>In Deloitte’s 2019 Global Human Capital Trends <a target="_blank" rel="noopener noreferrer" href="https://www2.deloitte.com/content/dam/Deloitte/cz/Documents/human-capital/cz-hc-trends-reinvent-with-human-focus.pdf">study</a>, the use of alternative labor is spreading beyond just the IT function. Today’s on-demand workers perform a wide range of activities from IT, operations, marketing to research and development. When in-house expertise is lacking, on-demand recruitment can provide an effective solution in closing skill gaps and bring a much-needed ‘outside-in’ lens to the current team. &nbsp;<h3>4. When companies cannot afford in-house talents</h3>Good talents don’t come cheap. But if you think about the potential overhead savings that come from embracing a hybrid workforce, skilled on-demand talents can be a more viable and affordable option compared to permanent hires. Utilizing on-demand (and often remote) talents free up physical office space. For smaller startups that have limited office space, on-demand talents who are able to work remotely help keep operating costs down in terms of office furniture, supplies, employment benefits and other expenses. As on-demand talents are paid on-project basis, the savings in overhead costs can be substantial for an organization’s bottom line. &nbsp;<h3>5. When internal resources need to be freed up for more strategic work</h3>Leaders and key managers often get caught up with time-consuming tasks that may cause them to put strategic work on hold. In today’s ever-evolving economy, speed is key for fast moving organizations. Outsourcing work to the right help on-demand will free up internal resources for accelerated business delivery. ‘On-demand’ looks set to take up permanent residency in our lives and workplaces. The key to making on-demand recruitment work is to carefully integrate it into the organization’s current workforce. Organizations need to be mindful of differences in work cultures, diversity, trust and inclusion from both sides of the fence. Instead of seeing on-demand talents as a stop-gap human resource measure, start seeing them as a plug-play component that when integrated well into the organization’s circuit board, will spur time to market and power business growth.

Think about on-demand workers as condiments that add the ‘ommph’ to a dish. It’s not about replacing your traditional workers. Rather, the secret formula is a ‘sprinkling’ of on-demand ingredients that will add robustness for a more agile team.

In a matter of Covid-stricken months, companies have been forced to conduct business operations remotely, with some having to let go of employees to survive the global pandemic. Can on-demand recruiting help companies close urgent skills gaps and reduce costs?