{"id":2031,"date":"2022-03-31T04:00:52","date_gmt":"2022-03-31T09:00:52","guid":{"rendered":"https:\/\/futureofworkexchange.com\/?p=2031"},"modified":"2022-03-31T09:14:00","modified_gmt":"2022-03-31T14:14:00","slug":"where-does-the-extended-workforce-go-from-here","status":"publish","type":"post","link":"https:\/\/futureofworkexchange.com\/2022\/03\/31\/where-does-the-extended-workforce-go-from-here\/","title":{"rendered":"Where Does the Extended Workforce Go From Here?"},"content":{"rendered":"

The Future of Work is many things: technology, transformation, work optimization, innovation, collaboration, and, of course, talent<\/em>. Depending on who you\u2019re talking to, the Future of Work movement\u2019s nexus could be defined as any of those previous attributes, and rightfully so: technology and innovation drive the optimization of how work is done, while the transformation of business leadership translates into an enhanced ability to retain top talent while attracting new skillsets and expertise.<\/p>\n

The extended workforce has long been a critical realm within the concept of the Future of Work, fueling a strategic approach towards talent management that has a variety of key benefits ranging from shorter-term engagement, more focused projects and initiatives, access to the world\u2019s deepest skillsets, and the traditional cost savings that have long been associated with this type of labor.<\/p>\n

And, speaking of the \u201ctraditional\u201d aspects of the extended workforce: the Future of Work Exchange<\/em> defines this talent as the natural evolution of the contingent workforce, meaning that, at its core, this workforce is still comprised of non-employee talent, however, its impact, value, flexibility, purpose, and accessibility have all progressed to become key elements of the Future of Work movement (even more so than ever before).<\/p>\n

There has been so much transformation over the past two-plus years regarding the way work is done, from the absolute domination of remote and hybrid work<\/a> to massive changes within the realm of business and executive leadership<\/a>. We\u2019re now two years deep into a pandemic that is finally (hopefully?) just beginning its escape from its \u201cemergency\u201d phase into one that is, again, hopefully more livable. Other aspects of the Future of Work, specifically changes in leadership and the realm of innovation and new tech, have clear pathways ahead of them.<\/p>\n

The question remains, then: where does the extended workforce go from here?<\/p>\n

The extended workforce of 2022 and beyond is a force that will continue to grow in size, scope, impact, and value. Future of Work Exchange<\/em> research pegs contingent labor at 47% of the average company\u2019s total workforce, a statistic that is only expected to grow in the months and years ahead. When we\u2019re talking about nearly half of all talent that is found, engaged, and sourced via this realm, we\u2019re essentially discussing a critical piece of the Future of Work puzzle that should be considered the contemporary nexus of all things related to how work is addressed and done.<\/p>\n

Consider that business leaders are experiencing the most volatile labor market of their careers, with a dearth of options for filling critical positions as The Great Resignation continues its rampage. And, too, the Talent Revolution<\/a> is becoming more of a reality for enterprises as workers fight for better conditions, more flexibility, and enhanced benefits. The extended workforce already sits within the crucial inner-workings of the Future of Work movement and will continue to drive value if enterprises:<\/p>\n