Many employees these days have pastimes or business skills they use to supplement their income with second chores or project-based consulting. Often, employees try to keep these side gigs secret from their employer for dread they’ll is to know to fell their outside run due to a conflict of interest.
However, organizations that encourage employees to pursue side jobs see many benefits, from increased innovation and employee satisfaction to decreased burnout. Below are eight benefits to promoting employees to seek side work.
1. Outside assignings can spur creativity
Side gigs allow employees to experiment and can expose your employees to different people, process, procedures or vendors. This exposure can then spur new approaches and ingenuity in their day jobs. For instance, in helping a friend develop a marketing plan for their start-up, your marketing director may help your big, mature company consider a new approach to social media.
2. Unnecessary restrictions on off-hours activities turn off employees
Many employees may balk at any policies they see as too controlling of their off hours. Plus, freelance gigs are quite common for some types of jobs, such as graphic design or software growth. Millennials, including with regard to, are more likely to be in a lower paid first job and may see a second undertaking as a necessity for paying off student loans while saving for a new vehicle or their first home. Prohibiting all outside work may scare off potential new hires who ensure freelance assignings as a legitimate and common style to supplement their income.
3. Pursuit of outside passions makes employees happy
Employees often attempt second tasks to seek a passion, and the elation inherent in that pursuing means your employee is more likely to come to work happy. Happiness boosts retention. Say your company’s chemical engineer wants to teach yoga in the evenings and on the weekends. There’s clearly no conflict of interest and you’ll get a healthy, satisfied squad member if you permit her to get involved in her passion.
4. Don’t assume you’ll lose them to their second job
More than 7 in 10 employees( 71 percentage) who have a side job say they don’t want to turn their side gig into their day chore, according to a CareerBuilder survey. Suppose about it. How likely is it that your office assistant who sells handmade soaps on Etsy will take her pastime full-time?
5. They’re demonstrating valuable characteristics
An employee who dedicates energy to a second chore is demonstrating exactly the qualities you want in your faculty. Taking on more work indicates leadership, hard work, problem-solving, innovation and a proactive, self-starting posture. You want to encourage that, right?
6. They’ll bring back new skills and professional connections
An accountant who manages the finances for her favorite non-profit may learn about new software or regulations that could help your business. Or, a software developer may volunteer to create a mobile app and meet new skills that could is related to your company. In both cases, your company gains a more experienced employee without any investment on your part.
7. It avoids burnout
Outside projects can give employees a creative outlet for skills and interests that go unused in their day jobs, which helps prevent burnout. The more you can reduce burnout, the longer you’ll be able to keep employees with you.
8. Side tasks may remind employees the grass isn’t always greener
Every company or nonprofit has its own ways of doing things. The good thing about letting your employees work for someone else is that such experience may construct them appreciate your company more than they did prior to their exposure.
What to do about side gigs
It may be tempting to create one policy that forbids all employees from accepting any type of off-hours run. But, before implementing a new policy prohibiting outside work, consider whether current policies on the handled with confidential company datum and use of company equipment already protect your company adequately.
Also of note, state statutes differ as far as what employers can control in terms of their employee’s activities outside of work. In California, for example, employers can only restriction employees’ outside employment if it creates a conflict of interest.
It’s important to implement guidelines that request transparency from employees about outside run and clearly define expectations about what constitutes a conflict of interest. Encourage team members to talk to their manager before pursuing freelance assignings or second undertakings. If the job doesn’t impact performance, become confusing or present a conflict of interest, managers should be supportive.
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Read more: insperity.com