In 2017, I took a bold leap into a 100% commission sales job. My first paycheck? Just $17. Sounds crazy, right? But by earning residuals, I gradually built a steady income while continuing to sell and receive new commissions each month. The toughest part was the first 18 months—building momentum was a real strain on our finances. To make ends meet, I drove for Uber. Some days, I made $25 an hour; other days, just $5, depending on demand. To maximize my earnings, I also signed up for Lyft. I’d run both apps simultaneously, accept the first ride that came in, and then switch the other app off. If you’ve followed the gig economy, this strategy may sound familiar. Today, drivers juggle multiple platforms like DoorDash, Uber Eats, Instacart, Grubhub, and Postmates, turning it into a balancing act that’s both stressful and demanding if they want to maintain high ratings.
So who are these gig workers? They’re young adults, stay-at-home parents, couples planning weddings or buying homes, teachers, and more. They’re people with a strong work ethic and a need for extra income. Some have degrees and certifications. But the one thing they all have in common is a desire for flexibility—they want work that can be done around their constantly changing world.
In 2024, the number of active freelance workers is projected to reach 76.4 million. What’s fueling this shift? Flexibility and autonomy. Workers of all ages are embracing freelance and gig work, with younger generations leading the charge, opting for gig jobs over traditional 9-to-5 roles. So, how do businesses that need an in-person staff, transition these workers from gig jobs to roles within your business?
Currently, employers can hire someone for a part-time or full-time permanent position or bring in temporary workers. Their choices are limited. The days of 100% permanent staff and everyone looking for a career are long gone. While some employers are still struggling to adjust their mindset, others are getting creative, looking for options. Businesses started offering “flexible scheduling”. But, employers can only be so “flexible.” They have work that must be done at specific times. Successful companies can’t structure their operations entirely around the personal schedules of their employees. They have limitations dictated by hours of operation and customer demand.
Slowly, businesses are realizing that isn’t really working either. Now, a few larger companies, like BreadCo and FedEx, have started hiring part-time W2 employees as “on-demand” employees that only pick up shifts in hopes to reduce turnover, cut lost training costs, and solve attendance issues by offering the workforce what they want. But there’s a critical flaw in this approach that’s being overlooked.
Employers need to consider the other side of the equation—the worker’s side. While this setup might work for an on-demand role within one company for a short period, both personal lives and business needs are constantly evolving, making it unrealistic for a one-to-one employment relationship to be sustainable when it comes to hiring on-demand workers. There is no guarantee that the company will have work available when the workers have availability. And if there isn’t enough work available at the right times for the worker, their financial needs won’t be met. It won’t take long before workers get frustrated and look for another option or they will just go back to gig work where they can clock in/out at their leisure.
I can tell you, from experience, that the balancing act of multiple apps is challenging enough for gig work. Workers are not going to do this with in-person scheduling over multiple employers juggling different apps to pick up shifts – that’s a logistical nightmare. How do they stay organized? If a shift opens up at one company, they have to check every other company’s app to avoid double-booking. And when it’s time to schedule something like a dentist appointment, they’re logging in and out of multiple apps just to figure out their availability.
So, what can employers do to solve this nationwide, industry-wide challenge? Whoever said there is power in numbers is right! That applies here! What if employers joined forces and collectively offered on-demand work? And what if workers could manage open shifts and their work schedule across multiple employers—all in one place? A place where employers can regain control of their business and their sanity while giving workers what they want, flexibility and autonomy.
Introducing ShiftSub: a single platform where employers can build their own in-house, on-demand workforce using their own job descriptions and payroll systems—with no hourly markups or conversion fees. Employers maintain control. Employers and their permanent employees get to know their on-demand team just like their permanent staff. The only difference is that these workers don’t have a set schedule.
With full control over their income, workers are motivated to show up and do their best in order to keep the opportunity with each business available to them. The wait is over. The missing piece in every employer’s HR toolbox has arrived. No need to replace existing technology or undergo a complex implementation process. As more companies join ShiftSub, they collectively create opportunities within their communities like never before, bridging the mindset gap between employers and today’s modern workforce. Every time another employer joins ShiftSub, the future of businesses gets stronger.
ShiftSub, where strategy matters!