Employee Relations

Ultimately, it's about evolving with the times. By blending flexibility with added benefits and development opportunities, organisations can foster loyalty and productivity, regardless of the employment model.

Hybrid employment model should be developed around where gig workers are regarded as "dependent contractors" that combine flexibility with essential benefits. Companies must also provide training, skill development, or pathways to full-time employment to foster loyalty.

There have to be some opportunities for people in gig work to meet regularly and share their concerns and feedback in a personal forum as well. These will ensure that public outbursts become less frequent.

Common causes that are adverse unite workforce in a very special way. Organisations need to be mindful of any adverse occurrence and think of a risk mitigation strategy before it becomes a common issue.

To remain relevant, Trade unions have to rediscover and reorient their roles. They cannot remain stuck to traditional issues but have to understand and appreciate the changing realities and expectations of new Gen workforce.

To create a cohesive strategy integrating gig workers, traditional employees, and boundaryless communities, organisations must adopt a holistic approach that emphasizes inclusivity, flexibility, and alignment.

Leadership is pivotal in navigating the complex dynamics between informally unionized employees and organisational goals. By fostering open communication, building trust, engaging employees, and aligning interests, leaders can create a balanced and productive work environment that benefits both...

Every crisis brings opportunity. It has given opportunity to HR/IR Managers to quickly respond with renewed energy and focus to facilitate the transformational change, more business focused and work as Employee Care Facilitator.