Due to wage and price controls instituted in the 1930’s and 1940’s, employer sponsored health benefits (and other “bonuses”) became popular as a way to guarantee full-time labor force participation and employee loyalty.
Now, however, the option of offering “healthcare as a benefit” has been effectively removed from the employer/employee discussion.
Plus, work has changed dramatically with the rise of temporary work, part-time work, and—of course—the ever expanding internship.
If you’re an employer of any kind, the question becomes:
“How much should I invest in my part-time workforce?”
Traditionally, the answer to that question has been:
“Minimal to nothing.”
The real question for the remainder of this century should be:
“How do I—as an employer—engender loyalty and work ethic in my part-time, side hustling, web connected, virtual currency using, workforce of the future?”
Employers can continue to believe that an “employer’s market” will somehow, Frederick W. Taylor-like, continue on.
-Peace Be With You All-
Jesan Sorrells, MA
Principal Conflict Engagement Consultant
Human Services Consulting and Training (HSCT)