Flevy Management Insights Q&A
What impact will the gig economy have on traditional compensation models?


This article provides a detailed response to: What impact will the gig economy have on traditional compensation models? For a comprehensive understanding of Compensation, we also include relevant case studies for further reading and links to Compensation best practice resources.

TLDR The gig economy's growth necessitates a shift in traditional compensation models towards more flexible, performance-based structures, emphasizing benefits portability and leveraging technology to attract and manage gig workers effectively.

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The gig economy, characterized by short-term contracts or freelance work as opposed to permanent jobs, has been expanding rapidly. This shift towards gig work has profound implications for traditional compensation models, necessitating a reevaluation of how organizations attract, retain, and motivate talent. As the gig economy continues to grow, fueled by digital platforms that make it easier than ever for individuals to offer their skills on a freelance basis, traditional compensation models are being challenged to adapt to new realities.

Impact on Traditional Compensation Structures

Traditional compensation structures are typically designed around the concepts of salary, benefits, and bonuses tied to long-term employment. However, the gig economy promotes a pay-for-performance model that is more transactional and less dependent on long-term employment relationships. This shift necessitates a reevaluation of how organizations structure compensation to remain competitive in attracting gig workers. For instance, organizations may need to consider more flexible compensation packages that can accommodate the variable nature of gig work, such as project-based pay or results-oriented rewards.

Moreover, the rise of the gig economy introduces challenges in terms of benefits provision. Traditional employment models often include benefits such as health insurance, retirement savings plans, and paid leave. Gig workers, being independent contractors, typically do not receive these benefits through their gigs, which can make gig work less attractive in terms of total compensation. This discrepancy has led some organizations to explore innovative solutions, such as offering access to portable benefits that gig workers can carry from one gig to another.

Additionally, the gig economy emphasizes the importance of intrinsic rewards and flexibility over traditional compensation elements. Gig workers often value the autonomy, flexibility, and work-life balance that gig work offers. Therefore, organizations looking to attract gig workers may need to consider how they can incorporate these values into their compensation models, potentially offering more autonomy over work schedules or opportunities for skill development as part of their compensation packages.

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Adapting Compensation Models for the Gig Economy

To remain competitive in the gig economy, organizations must adapt their compensation models to address the unique needs and preferences of gig workers. This might include developing more dynamic and flexible compensation structures that can accommodate the variability of gig work. For example, organizations could implement performance-based pay models that reward gig workers based on the outcomes of their projects, rather than offering a fixed salary.

Organizations can also explore partnerships with third-party providers to offer gig workers access to benefits. Some companies are already experimenting with offering benefits platforms that give gig workers the ability to access health insurance, retirement plans, and other benefits on a flexible basis. This approach not only makes gig work more attractive but also helps organizations differentiate themselves in a competitive market.

Furthermore, organizations should leverage technology to streamline compensation management for gig workers. Digital platforms can be used to automate invoicing, payments, and tax withholdings, making it easier for organizations to manage gig workers at scale. By investing in technology that supports flexible compensation models, organizations can reduce administrative burdens and create a more attractive working environment for gig workers.

Real-World Examples and Market Trends

Several leading organizations are already adapting their compensation models to better align with the gig economy. For instance, Uber, a pioneer of the gig economy, offers a dynamic pricing model where drivers earn based on the number of rides they complete, with bonuses for peak times and high-demand areas. This performance-based compensation model is well-suited to the gig economy, offering flexibility and the potential for higher earnings based on effort and availability.

Similarly, companies like Airbnb and Upwork have created platforms that empower individuals to offer their properties or freelance services, respectively, on a project-by-project basis. These platforms facilitate a gig economy by providing the infrastructure for gig workers to connect with clients, manage projects, and receive compensation, all while offering a degree of autonomy and flexibility that traditional employment models often lack.

According to a report by McKinsey Global Institute, the gig economy is expanding three times faster than the traditional workforce, highlighting the urgent need for organizations to adapt their compensation models. This rapid growth underscores the shift towards more flexible, performance-based compensation structures that can accommodate the changing nature of work.

In conclusion, the gig economy is reshaping the landscape of work and compensation. Organizations that wish to thrive in this new environment must rethink their compensation models to attract, retain, and motivate gig workers. By embracing flexibility, leveraging technology, and offering benefits that meet the needs of gig workers, organizations can position themselves competitively in the evolving gig economy.

Best Practices in Compensation

Here are best practices relevant to Compensation from the Flevy Marketplace. View all our Compensation materials here.

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Explore all of our best practices in: Compensation

Compensation Case Studies

For a practical understanding of Compensation, take a look at these case studies.

Compensation Strategy Redesign for Semiconductor Manufacturer

Scenario: The organization is a leading semiconductor manufacturer that has recently undergone a merger, significantly expanding its global footprint and employee base.

Read Full Case Study

Compensation Strategy Redesign in the Gaming Industry

Scenario: The organization is a mid-sized game development company specializing in mobile and online gaming platforms.

Read Full Case Study

Compensation Structure Revision for a Global Technology Organization

Scenario: A multinational technology firm with over 10,000 employees worldwide is struggling with growing discontent regarding its current compensation policies.

Read Full Case Study

Compensation Strategy Overhaul for E-commerce Platform

Scenario: The e-commerce platform operates in a highly competitive sector and has recently observed a significant turnover rate among its key personnel, leading to disruptions in operations and growth.

Read Full Case Study

Compensation Strategy Overhaul for a Global Technology Firm

Scenario: A rapidly expanding technology firm is grappling with significant discrepancies in its compensation structure across its global operations.

Read Full Case Study

Executive Compensation Restructuring for Global Education Provider

Scenario: The organization is a multinational educational institution grappling with an outdated and uncompetitive compensation system.

Read Full Case Study

Explore all Flevy Management Case Studies

Related Questions

Here are our additional questions you may be interested in.

What metrics should companies prioritize when assessing the effectiveness of their compensation strategies?
To effectively assess compensation strategies, companies should prioritize Employee Turnover Rate, Pay Equity Analysis, and Compensation Competitiveness, supporting Strategic Planning, Performance Management, and Business Transformation. [Read full explanation]
What role does artificial intelligence play in shaping future compensation strategies?
AI is revolutionizing HR by personalizing and ensuring fairness in compensation strategies, optimizing them through predictive analytics, and streamlining management processes for Operational Excellence and Strategic Planning. [Read full explanation]
How are companies leveraging data analytics to optimize their compensation strategies?
Leveraging Data Analytics in Compensation Strategies enhances Competitiveness, Equity, and Strategic Alignment, driving Talent Retention and Business Success through Market Benchmarking, Personalization, and Performance Alignment. [Read full explanation]
How can companies ensure their compensation strategies are inclusive and promote diversity?
Companies can ensure inclusive, diversity-promoting compensation strategies through Regular Pay Audits, Transparent Compensation Policies, and fostering an Inclusive Culture, aligning with Strategic Planning and Performance Management. [Read full explanation]
How can compensation strategies be adapted to support a more globally distributed workforce?
Adapting compensation strategies for a globally distributed workforce involves balancing local market conditions with global equity, leveraging technology, and data analytics for effective management and employee retention. [Read full explanation]
How can HR leaders use compensation strategies to enhance employee engagement and reduce turnover?
HR leaders can drive Employee Engagement and reduce Turnover by aligning Compensation Strategies with Strategic Goals, ensuring competitiveness, equity, and alignment with employee expectations, and tailoring rewards to individual needs. [Read full explanation]

Source: Executive Q&A: Compensation Questions, Flevy Management Insights, 2024


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