For businessesThe introduction of a gig economy means that an organization must prepare for certain structural changes. These are mainly present in the company's HR culture. Organizations must be able to solve problems such as: • How to integrate different contractual terms and conditions into a coherent format? • How to provide relevant benefits and rewards to gig workers? • How to manage quality control? That is, avoiding a situation where contracts are simply awarded to the lowest bidder, rather than the best or most reliable worker. Businesses should also consider how they could protect their knowledge advantage. If the organization hires a lot of external labor, those same workers may also work for direct competitors. The loyalty of temporary workers is not necessarily the same as that of permanent employees, who have established lasting relationships within the company.