Drive growth with purpose-built gig worker training

In the intricate web of today’s economic landscape, the gig economy stands tall as a defining feature of modern employment. As per McKinsey’s 2022 American Opportunity Survey, a staggering 36%of employed respondents, equating to approximately 58 million Americans, have transitioned to gig work. This seismic shift toward independent work isn’t a mere coincidence, but a convergence of myriad factors. Technological advancements have unfurled a range of possibilities, rendering remote work more accessible than ever before. Platforms linking gig workers with opportunities have proliferated, and the ubiquitous adoption of remote collaboration tools has removed the constraints of physical proximity, empowering independent workers to contribute from virtually anywhere.

Getting to know the modern gig worker

Presently, the gig economy accounts for 33% of the world’s working population, the participants of which are now earning nearly $1.2 trillion annually.

By 2028, gig workers are estimated to make up almost half of the total US workforce, surging to approximately 90 million strong. If this holds true, the growth of the world’s gig economy will be three times that of the total US workforce.

Industry giants like Amazon, Target, and Walmart have created robust programs to integrate flexible work into their mainstream workforce.

Challenges gig workers face

According to the US Chamber of Commerce and other gig economy stats, upskilling is a huge challenge for gig workers. Workers in segments like logistics, manufacturing, admin, and customer service (mostly employed by gig employers) need skilling and upskilling to improve their productivity and adhere to necessary compliances.

More than 65% of such workers need upskilling, and 63% of learning and development (L&D) leaders say skill-based training for such workers has a positive ROI. What’s more, 59% say such training helps address business needs.

A lack of investment in digital transformation by employers is impacting the operational efficiency of gig workers.

Consider the following according to an industry survey of on-demand industry leaders:

• 30% of respondents say “quality of supply” is an issue
• 22% of respondents say “time to productivity” is an issue
• 97% of leaders believe the performance of gig workers can be improved
• Whereas only 8% are utilizing mobile training or learning management system (LMS) technologies

When it comes to gig workers themselves, 67% want digital skills training to upskill, and 76% say they are not being offered such training.

Real-world examples of gig worker training benefits

Study 1: San Francisco pilot program — training underemployed residents to be gig workers

This pilot program involved 400 gig workers receiving eight hours of in-person or online training on topics including professional development and soft skills to be used at work. Training focused on getting jobs on gig platforms, creating job profiles, taxation, and developing and managing client relations. The program output highlighted that training does, in fact, correlate with increased gig earnings. The median increase in monthly income was $111 per worker, and the monthly increase for part-time driving and delivery gig workers was $319.

Study 2: McKinsey — a well-trained gig worker model in call centers to reduce queue times

The study revealed that companies can enhance customer experience by supplementing their regular customer service associates with gig workers. The study also highlighted a few best practices of training gig workers:

• Create right-sized, personalized training programs
• Tailor training based on workload, skills, and tenure
• Segment a long curriculum into bite-size components
• Use simulation: Training that mimics real-life scenarios

The benefits found in the study include improved call center productivity, reduced training time, and right-sized training investments.

Enabling your gig workers at scale — best practices

When it comes to training and enabling gig workers, a few crucial questions are important to consider:

• How can training be provided to all gig workers at scale?
• How do you make enablement meaningful and engaging?
• How can training be delivered efficiently on deskless mediums?
• How can content be made bite-sized to ease learning retention?

Best practice — use eLearning and learning management systems (LMS)

eLearning or digital learning is a highly effective mechanism to enable gig workers. As a digital enablement medium, eLearning not only helps provide training at scale, but also saves on training-related travel time and cost. eLearning delivered by LMSs helps organizations by streamlining delivery with consistent instructions, management, and compliance tracking.

While functionality and features do vary from system to system, a best-in-class LMS can meet the unique and dynamic needs of gig workers and employers in several specific ways:

• Guided learning paths: An LMS can tailor learning experiences to a specific gig worker’s existing job needs and role within the organization.
• Social learning and collaboration: An LMS can facilitate peer-to-peer learning and mentorship, acting as a platform for gig workers to share insights and learn from each other.
• Recognition and certification: Certifications and digital badges based on completed courses and learning paths encourage retention while aiding skill development.
• Managing compliance and feedback: An LMS provides insights into the learning progression and performance outcomes, driving continuous improvement and data-driven feedback.

Best practice — lead with microlearning methodologies

Microlearning methodologies enable L&D professionals and gig employers to deliver task-specific training content to gig workers in the form of bite-sized, short, and meaningful content.

Consider the benefits of microlearning capabilities for supporting the training needs of gig workers:

Supports learning retention

Increased and sustained retention is vital for gig workers, as their working conditions require them to apply new knowledge and skills quickly and effectively across a range of roles and projects. By design, microlearning delivers information to gig workers in small, manageable chunks.

Enables just-in-time learning

Microlearning can be designed to offer specific, highly targeted information available at the precise moment of need. LMS solutions like Adobe Learning Manager feature contextually relevant and personalized recommendations, enabling time-conscious gig workers to solve a specific problem, learn a specific tool, or adapt to a specific task.

Provides meaningful and engaging learning opportunities

Due to the nature of their contracts, gig workers often lack access to motivational structures and initiatives designed to benefit their full-time peers. Providing highly engaging learning experiences through LMS engagement features — such as customizable quizzes, gamification, leaderboards, and more — can bolster an organization’s learning experiences and drive better outcomes.

Best practice — provide a learning portal and mobile app

A learning portal and mobile app for enabling gig workers can help deliver consistent, connected, and compliant training experiences. A purpose-built gig worker training portal and mobile app integrated with the organization’s mainstream enablement ecosystem can go a long way toward improving gig workforce productivity, driving continuous engagement and retention, and, finally, helping drive business growth.

Purpose-built gig worker training with Adobe

Gig employers need to ensure that gig employees are upskilled to improve productivity at assigned tasks, boost retention, and drive business growth.

The main focus of this effort should be on the following:

• Integrating learning as a core component of the gig employee journey
• Using eLearning methodologies delivered by LMS tools
• Providing relevant microlearning content
• Personalized learning journeys
• Engaging tools like learning portals and mobile apps, gamification, and social communities

This is why LMS solutions like Adobe Learning Manager include important technical differentiators in addition to all the gig-friendly features detailed above.

Microlearning functionality coupled with AI-powered personalization, native integration with AEM sites, and open integrations with marketing products like Marketo Engage and Adobe Commerce are just a few examples of how Adobe can further enrich your L&D infrastructure and ability to support gig workers at scale.

To learn more, request a free demo to find out how Adobe Learning Manager can help you get more from those you work with — no matter how they choose to work.

Sandeep Singh is a senior product marketing manager at Adobe. Sandeep manages product marketing and go-to-market strategies for Digital Learning, Advertising and Publishing group. With more than 15 years of experience working with digital products, Sandeep likes solving problems and helping drive growth for businesses.

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