Talent Operating Model That Help Companies Apply Learnings From the Gig Economy
My guest in HRchat episode 370 is Edie Goldberg, Ph.D., Founder & President of E.L. Goldberg & Associates. She is a nationally recognized expert in talent strategy and organizational effectiveness and co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity (Lifetree Media, April 2020).
Edie holds a Ph.D. in Industrial and Organizational Psychology and serves on the board of the SHRM Foundation. She is the recipient of HR People & Strategy’s Lifetime Achievement Award for contributions she has made to her profession. In 2020 she was recognized as one of the top HR Executives in Silicon Valley to follow on Social Media, and in 2021 she was named one of the top 100 HR influencers.
Questions Include:
- How has the gig economy changed the ways many companies manage their people and culture?
- Internal Talent Mobility: You recently wrote a book called The Inside Gig, just what is an inside gig? How did you come up with this idea?
- Follow up: In your book The Inside Gig, you offer a new talent operating model that helps companies apply learnings from the gig economy but inside the organization. The idea is to break jobs into a series of projects and then offer projects to employees, beyond the scope of their day-to-day role, so that they can choose what work interests them and contribute to projects that help them learn, grow, and leverage all of their skills and interests. Tell us more.
- How much time should employees get, say per week, to work on these internal gigs? How can employers ensure the ‘day job’ is still getting done?
- DEI is a critical topic for most companies today. How would you hope your ideas are helping to facilitate greater equity and inclusion in the workplace?