Yesterday I introduced what I see as the problem plaguing creative employees. I’ll admit the reality of it is a little dire. As a lover of history I’ve seen that whenever any situation arises that causes power to shift disproportionally to one side a paradigm change will occur in the situation to cause things to balance out.
Such is the present case. You have highly talented employees who have become unemployed, disenfranchised or un-respected. As we explored previously in this situation employers hold all of the power. In this situation creative employees are taking the most logical step they can think of to correct the imbalance of power. They no longer become employees.
This crazy idea is taking off. Just this past week alone I’ve had 3 friends just outright quit. One of them said “I am just tired of working day in and day out to please someone who ultimately cares nothing about me.” A good friend @amybhole recently shared a similar experience:
“I’ve always been frustrated by how American workers are treated and the psychology that makes us think more hours in the office = a better work product. It’s especially bad in this economy, as employers act like lords who demand unending loyalty from their vassals in return for a measly wage that quite often only pays for a roof over our heads and a meal in our bellies.”
The New Model
Creative workers are taking control of their employment. Most of the creative types I talk to either have already started to branch out on their own or are thinking seriously about it. Most however are not burning bridges with their former employers. They are maintaining that relationship and taking on a portion of their previous work.
This idea is going well with organizations too. Now they are able to reduce cost by not paying for employee overhead or idle time. They can also break apart creative jobs and utilize individuals with specific talents. So for example one friend who branched off recently is retaining the former company’s website design and allowing them to outsource some of the areas that were not his strength.
As you can imagine, this new paradigm is not perfect and causes some issues. In the next post I will explore what the implications are for businesses and employees moving forward using this new model.