The Gig Economy and Its Impact on the Workforce: How Aclan Group is Adapting

Posted on: February 14, 2025

The workforce in the Philippines has undergone a seismic shift. Gone are the days when employees remained loyal to a single company for decades. Today, the gig economy has transformed employment dynamics, giving workers the power to switch jobs at the click of a button. This rapid shift presents both challenges and opportunities for businesses, particularly those in labor-intensive industries.

For companies seeking long-term, committed employees, the landscape has become increasingly difficult to navigate. The traditional model of employee retention is no longer as effective. Workers now prioritize flexibility, better pay, and diverse job experiences over company loyalty. Many believe that jumping from one employer to another enhances their resumes, making them more competitive in the job market. While some employers may argue otherwise, the reality remains—businesses must evolve or risk being left behind.

Recognizing these fundamental changes, the Aclan Group has taken a proactive approach to adapt to the gig economy. Through trial, error, and valuable insights, we have developed a “sweet spot” model that balances the needs of gig workers with those of traditional employment. This approach has enabled us to create a stable and high-performing organization while ensuring that our workforce remains engaged and productive.

Lessons from the Past: The Pitfalls of Traditional Hiring

In our early years, we were fixated on filling vacant positions as quickly as possible. However, this led to several hiring missteps. Our HR team was focused on recruitment volume rather than quality and cultural fit. This oversight resulted in a workforce that did not necessarily align with the company’s values and objectives. Employees were hired without a deep understanding of how they fit into the organization’s overall goals, leading to high attrition rates and inefficiencies.

We also fell into the trap of building expenses without generating proportional revenue. Our hiring strategy did not account for the market’s changing needs, and we soon realized that merely increasing our headcount did not equate to better business performance. This period of misalignment forced us to reevaluate our approach to recruitment and workforce management.

The New Approach: Prioritizing Fit Over Quantity

Fast forward to today, and the Aclan Group has undergone a complete transformation in its HR strategy. We no longer focus solely on hiring the “best” candidates on paper. Instead, we emphasize finding the best cultural fit—employees who align with our company values, understand our vision, and contribute meaningfully to our growth. This approach has led to better retention, improved job satisfaction, and increased productivity across the board.

Additionally, we have taken a firm stance against workplace toxicity. Employees who do not align with our culture and disrupt our work environment have been phased out. By prioritizing a healthy, collaborative workplace, we have strengthened our organization from within.

Moving Forward: A More Stable and Agile Workforce

The gig economy is here to stay, and businesses must evolve accordingly. At Aclan Group, we have found the balance between adaptability and stability. By refining our hiring practices and focusing on long-term sustainability, we have built an organization that thrives despite the challenges of the modern workforce.

The lesson is clear: businesses must shift their mindset. Rather than resisting the gig economy, companies must find ways to integrate its strengths into their own models. The Aclan Group has done just that, ensuring we remain resilient, agile, and ready for the future of work.