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  • Frederic Peyrot

Upworking Your Organization

Freelancers platforms have been on the rise for multiple reasons. On the one hand, more people want out of the employment handcuffs and prefer the freelancer life. On the other hand, it offers companies high convenience to have staff-on-demand.


What I believe though to be the greatest value, is the increased transparency around a workers' reputation and performance. Indeed, after each gig, freelancers are rated across key performance metrics and these rates are public.


Now, why can’t such a system be transposed to employees too?

Imagine…

Whenever your company starts a project, it would assign a project manager. The project manager would log in to your company’s staff directory. From there, he can search for competencies, by skills, qualifications, and review what each staff has been working on in the past. Need an accountant for two hours a month? You can get that resource in just a few clicks.


Based on their rating and availability, the project manager would select staffs to hire for the project. Better performing employees could claim higher rates, and be hired more often. While lower performing staff would have to lower their rate to be more appealing and hope to fit the project's budget. In the end, salary evaluations (or bonuses) as well as promotions, could simply be based on what employees were able to contribute and charge across projects.


For instance, let’s say a staff’s current salary is $100k and that during the year, he was able to charge an equivalent of $120k across all the projects he’s been working on. That staff would now be eligible for a raise (or bonus) equivalent to $20k.


This system would have tremendous benefits:

  • More transparency: performance is public and assessed by peers based on actual results.

  • More meritocracy: promotions and remuneration become indexed on the actual contribution to the company. Newcomers can rise faster and nobody can hide behind their title.

  • Better HR planning: by surfacing the internal skill/competency gap between projects’ demand and staff’s supply, the company knows in real time what skills are missing and what competencies are becoming obsolete.

  • Better resource allocation: staff are no longer siloed into departments and/or teams subject to off-times and peak-times. Instead, this decentralized resource management allows employees to be better allocated across multiple projects all year long.



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