The work world is changing dramatically, and it’s not because of technology. It’s all about people. Eurostat reports that 90% of Europe’s 6 million highly-skilled freelancers have no intention to return to permanent work. This is not a passing trend. It’s clear that worker expectations have fundamentally shifted, with autonomy and flexibility taking priority over traditional career structures.
This finding is deeply felt by Matrix. We are a company that connects people with work and we can see the changes in the workplace. Freelancing has evolved from a last-resort or stopgap to a strategic and deliberate career option. Our new whitepaper, The Future of Work explores the shift in detail, revealing that the agile and blended workforce is both a cultural and business movement.
Stability over Autonomy
Why do so many highly-skilled professionals leave permanent positions? They want autonomy, flexibility, and purpose. They don’t choose contract and freelance work because they cannot find permanent employment, but because they do not want it.
A growing segment of workers who value freedom and control over their schedules, as well as the opportunity to work on projects they find inspiring, are no longer attracted to the traditional full-time career model. Others are motivated by a dissatisfaction of office politics, or the desire to escape corporate hierarchy. Some are motivated by the desire to earn more money or design a life at work that suits their own. Tomas Chamorro Premuzic, Professor of Business Psychology at University College London, stated in the report that many independent professionals were “happier with a good boss.” This is not just a casual comment. It’s an indication of a deeper desire to have a work life shaped by their personal agency.
A New Definition for Talent Strategy
This poses a challenge to employers: How do you retain and attract the best talent if that talent does not want to be “employed” in the traditional sense of the word? Rethinking workforce strategy’s very foundations is the answer. We at Matrix advocate the Agile Workforce Model where full-time workers, freelancers and contractors, gig worker and even AI can be brought together in a flexible talent ecosystem. This model, when implemented well, allows organisations to scale quickly, access niche skills as needed, and build teams that are tailored to each project’s or growth phase’s needs. This also means developing systems that offer the same level visibility, compliance and strategic planning for contingent staff as we do for permanent employees.
It’s not just about a shift in logistics – it also requires a new mindset. It’s all about rewarding outcomes, not inputs. Moving from job roles to skills sets, and creating a culture of inclusion where workers feel valued, no matter what contract type they have.
Driving Strategy : From plugging Gaps To Driving Strategy
In the past, contingent workers have been brought in to fill “gaps.” Now, they play a central role in driving innovation and transformative change. In our whitepaper, we show how leading organisations are using freelancers and contract workers in strategic roles rather than just temporary assistance. These professionals have fresh perspectives, cutting edge skills and cross-sectoral experience. These professionals are often in the forefront of changes, as they have worked on multiple projects and businesses. Combining their in-house expertise with external knowledge can help accelerate transformations and increase organisational resilience.
Building Infrastructure for Agility
Businesses need the right infrastructure to make this work. This means that businesses need the right infrastructure to make this work. It is crucial that organisations create a culture in which freelancers and permanent employees are not separated. This means including freelancers in communication, conversations about performance and cultural rituals while avoiding legal grey areas that blur employment status.
The Future is Flexible
This is a structural shift, not a temporary one. The future highly-skilled talent pool will be flexible, independent and purpose-driven. Organisations who fail to adapt may miss out on vital skills to survive in an unpredictable, fast-moving environment.
Now is the time for my fellow HR professionals and business leaders to do a stock-take. Consider more than just the title of your job. Create flexible pathways. Adopt a blended workforce.
The future of work doesn’t only concern who we hire. It’s also about creating the conditions that allow great work to occur. This means that we are more and more welcoming to those who do not want a desk but still have an impact.
Mark Inskip, CEO of Matrix Workforce Management Solutions. Download the full whitepaper, “Unlocking Unseen Talent: The Future of Work”, at https://landing.teammatrix.com/download-unlocking-unseen-talent
