Monday, November 29

Youth employment: the freelance revolution is here


In this sense, we ask ourselves: Are we ready to go back to full-time in the offices? You cannot escape the factor that a high proportion of workers do not intend to return full time to the offices. While working from bedroom desks, kitchen tables, and ironing boards may not be ideal, the truth is that many people enjoyed the flexibility of working at home. Nonetheless, there are probably a large number of companies hoping for a return to pre-pandemic work habits, but why?

Those who defend a return to the offices emphasize that creativity and collaboration are lost when working from home, with fond memories of moments of informal conversations, or learning through osmosis and sharing ideas in the workspace. Others hold the view that remote work is simply not suitable for certain industries.

With roughly two-thirds of workers expecting a more flexible approach to work, it is clear that people value the autonomy received from remote work. Those employers who refuse to adapt to the looser work models are likely to see large numbers of employees end up walking away. Precisely, one of the solutions to perceive a continuous level of flexibility is one of the oldest: being your own boss.

The truth is that, as they say, “extremes are not good”, that is why, surely over time, we will learn to create “new culture” and we will get used to working in a mixed way, managing to take advantage of the best of each of the work modalities.

On the other hand, with one in five people aiming to become their own boss by 2025, we are on the cusp of another workplace revolution. Although freelancers lack the benefits of those who work in a dependency relationship, they can be much freer in their work, determine their own working conditions, schedules, the projects they carry out; and also its location.

The pandemic shattered pre-existing notions of work, prompting businesses to reevaluate the way they attract talent, as well as the benefits that each company offers. Flexible working is a new way to hire talent; not only here, but it also offers the possibility of hiring equipment in diverse locations that were simply not possible before the pandemic. Also, as mentioned, the legislation will have to adapt quickly to cover a reality that is becoming more and more palpable.

The staff has gotten employers to consider their views on where and how to work in the post-pandemic, and it’s time for employers to sit down and heed those requests. It is very likely that, if employers do not change and make the face-to-face work model more flexible, there will be a greater increase in people turning to self-employment and next year may be the beginning of these changes.

Commercial Director of Alight Argentina



www.ambito.com

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