We ran a LinkedIn poll last week asking the question: What proportion of your workforce do you expect will be made up of contingent and gig workers by 2023?

The answers are in and here they are! 


Before we got sight of the results, we asked our team for their take on what they might expect?  Here’s what they said:

@Diana Doro, V.P. Sales – “My estimation is that 60% of the workforce will be gig or contingent by 2023 – if the pandemic has taught us anything it’s that we have to be ready for anything, and companies are learning that in order to be flexible they need a flexible workforce. Companies are now aware that in order to be agile in a shifting marketplace, they need to rethink the way they engage talent. This shift in perspective about the value of contingent workers would make me think more companies are going to engage them, so that when the economic boomerang happens, they have the agility they need to scale up and down with the changing economy.”

@Ian Tomlin, Group Head of Marketing – “If we’re looking holistically at the LinkedIn international audience, I’d think the majority of companies are shifting quite quickly into the middle-ground, so the 30% to 60% group.  Traditionally, there’s been a huge divide between the USA and European in terms of attitudes towards contingent workforce and temping.  Most companies in the UK, for example, have tended to default to full-time contracts, almost without thinking about contracting alternatives.  The recent Pandemic I think has changed all that and my impression is, from customer meetings, that the majority of companies – wherever they are in the world – are leaning towards a more flexible workforce and resourcing approach.”



We’re not totally surprised, but the results from our LinkedIn Poll back up what we’ve been hearing from prospects and clients in Europe, the USA and APAC regions.  It looks like the general consensus is that a flexible workforce is no longer a consideration, but a necessity for modern businesses. 

But how do you create the necessary people, process, technology and data ecosystem to make a flexible workforce (a) doable, (b) economic, and (c) scalable?

That’s where Workspend’s Flipchart Workshops come in!  In our 1-hour virtual flipchart sessions we help talent and procurement leaders to realize their present reality, underscore the hurdles and opportunities of moving to a flexible workforce approach by adopting mechanisms such as an MSP, Master Vendor, Employer of Record, Vendor Management System – or something else.  To find out more, click on the link below.



Missed the opportunity to contribute to our poll?  Never mind.  We’d still like to hear about your impressions and perspectives on the future of work.   Drop a comment below and let us know what you think.