The Inside Gig

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Edie Goldberg. The Inside Gig

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Praise for The Inside Gig

“This book is worth its weight in gold even if you only take the questions at the end of each chapter, gather your colleagues and talk about the ones that pop for you. Turn even a few of their very thoughtful takeaways into action and you will be well on your way to readying your organization for the future.”

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As organizations build new people practices, they need to consider what the employee or manager expects from those practices. When it comes to what attracts new employees to a company, the research is very clear: career advancement opportunities, challenging work and opportunities to learn new skills.4 So an ability to provide employees with a diverse set of experiences in which they can craft their own paths will likely attract the best talent. With the barriers to free-agent or contingent work being low and talent demanding more diverse work, greater choice and the opportunity to rapidly acquire new skills, there is pressure to create an employee experience like that of a free agent inside an organization.

By participating in short-term, part-time projects (much like a task-force committee assignment), employees get to learn while doing real and important work for their organizations. We are strong promoters of the idea that 70 percent of learning should come from on-the-job experiences. We just use the term job a little bit more loosely. When employees are allowed to opt in to projects where they can learn a new skill set, use a currently underutilized skill, or simply work in an area they’re passionate about, they’ll exert more discretionary effort because the work is based on their own personal interests.

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