29 min
The End of the Full-Time Job: How Fractional Work Finally Liberates Us (with WSJ Best-Selling Author Edie Goldberg, SHRM Foundation) Future Work
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- Management
Edie Goldberg is the Founder and President of E. L. Goldberg & Associates. She is a nationally recognized expert in talent management and the future of work. Her practice focuses on designing human resources processes and programs to attract, engage, develop, and retain Employees.
Edie was a Global Thought Leader in the Human Capital Practice at Towers Perrin. In addition to her strategic advisory work, she is the Chair of the Board for the SHRM Foundation and a member of the Board of Advisors for three HR Technology companies.
Her book, The Inside Gig, stems from this deep look into how companies need to adopt new approaches to work given changing business dynamics.In this conversation, we discover the following insights about the future of talent management throughout the employee lifecycle.
Employees Want Purpose: More than ever, employees want purpose and meaning. They want to impact their team, company, or the world positively. Similarly, learning and growing (as Daniel Pink says: Mastery) can be very motivating. Managers can ensure that people continuously learn.Remote Culture, Goals and Motivation: We're not always together in hybrid and remote work. The sense of belonging is the glue that holds everyone together. People want a place to belong, so company culture is so important. This is also why goals are important: working together toward a common objective. Managers can help employees by having meaningful conversations about setting and achieving goals, which drives motivation, engagement, and performance.Training Managers: We need better support managers for successful hybrid and remote teams. First, to help them understand that management is about getting work done through other people, training them to do it well, and then recognizing them for success. We should also separate the leader of the work and the leader of the people. These are different things that require different skill sets. Don’t make people take on work that drains them.Fractional Work: Talent marketplaces like Fiverr and Upwork connect people with work that matches their skills and interests. Edie believes we can apply that in a company too. Because we don’t know or leverage all of our employees' skills, experiences, passions, and interests. Even just giving them time to opt into projects they’re interested in could be a huge win for people, their teams, and the company.And I love Edie’s final note: If you’re not learning, you’re falling behind.Find more Edie Goldberg on LinkedIn.We hope you’ll love this episode and can put these insights to good use. Subscribe on Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes. Like reading more than listening? Find the article on our website “The End of the Full-Time Job: How Fractional Work Finally Liberates Us”.
Edie Goldberg is the Founder and President of E. L. Goldberg & Associates. She is a nationally recognized expert in talent management and the future of work. Her practice focuses on designing human resources processes and programs to attract, engage, develop, and retain Employees.
Edie was a Global Thought Leader in the Human Capital Practice at Towers Perrin. In addition to her strategic advisory work, she is the Chair of the Board for the SHRM Foundation and a member of the Board of Advisors for three HR Technology companies.
Her book, The Inside Gig, stems from this deep look into how companies need to adopt new approaches to work given changing business dynamics.In this conversation, we discover the following insights about the future of talent management throughout the employee lifecycle.
Employees Want Purpose: More than ever, employees want purpose and meaning. They want to impact their team, company, or the world positively. Similarly, learning and growing (as Daniel Pink says: Mastery) can be very motivating. Managers can ensure that people continuously learn.Remote Culture, Goals and Motivation: We're not always together in hybrid and remote work. The sense of belonging is the glue that holds everyone together. People want a place to belong, so company culture is so important. This is also why goals are important: working together toward a common objective. Managers can help employees by having meaningful conversations about setting and achieving goals, which drives motivation, engagement, and performance.Training Managers: We need better support managers for successful hybrid and remote teams. First, to help them understand that management is about getting work done through other people, training them to do it well, and then recognizing them for success. We should also separate the leader of the work and the leader of the people. These are different things that require different skill sets. Don’t make people take on work that drains them.Fractional Work: Talent marketplaces like Fiverr and Upwork connect people with work that matches their skills and interests. Edie believes we can apply that in a company too. Because we don’t know or leverage all of our employees' skills, experiences, passions, and interests. Even just giving them time to opt into projects they’re interested in could be a huge win for people, their teams, and the company.And I love Edie’s final note: If you’re not learning, you’re falling behind.Find more Edie Goldberg on LinkedIn.We hope you’ll love this episode and can put these insights to good use. Subscribe on Spotify, Apple Podcasts, and YouTube for the latest Future Work episodes. Like reading more than listening? Find the article on our website “The End of the Full-Time Job: How Fractional Work Finally Liberates Us”.
29 min