With the first option, there is a chance public companies might butt heads with shareholders as their interests may not be met in the short-term. With the second option, you can remain nimbler as an organization, and keep the shareholder as the number one priority.
The downside with this approach, however, is that employees will view their employment with equal detachment and may quit when you need them most. One strategy you can leverage to mitigate this from impacting your organization is to build processes and systems that cater toward short-term employees.
What is a short-term employee?
Almost all of the 10 million jobs created since 2005 have been freelance, temporary assignments, or on-call opportunities. Companies save resources in terms of benefits, office space and training when hiring contract or temporary help.
The companies that come out ahead when hiring short-term employees know how to hire exceptional talent for immediate projects. And being that the vast majority of short-term hires work remotely, video conferencing is a must for teams when collaborating and improving work relationships. When teams collaborate through face-to-face interaction via video conferencing, they can efficiently and effectively spark creativity, solve problems, avoid miscommunications, and drive innovation.
The quitting economy isn’t going away anytime soon. The organizations that acknowledge this new world order and build a culture, processes, and collaboration technology to support their cognizant approach will be the most successful. ,
Option 2: Embrace the Short-Term Nature of Work