Should You Hire an Employee with a Side Hustle?

In today’s evolving workforce, more employees are pursuing side ‘hustles’ or ‘gigs’ alongside their full-time jobs. Whether it’s freelancing, running an online store or hosting campers, side gigs have become a common way for professionals to expand their skills and income. But as an employer, should you be concerned about hiring someone who has a side business? The answer isn’t as simple as yes or no - there are many factors to consider.

The Benefits of Hiring Employees with a Side Hustle

• Highly Motivated and Entrepreneurial: Individuals who juggle a side hustle tend to be driven, resourceful and self-motivated. They know how to manage their time effectively and take initiative - valuable traits in any workplace.
• Diverse Skill Sets: A side hustle often allows professionals to develop skills that may not be used in their full-time role. Whether it’s digital marketing, sales, problem-solving or project management, these extra competencies can benefit your business.
• Innovative Thinkers: Many side hustle workers bring fresh perspectives and innovative ideas from their entrepreneurial experiences. They may introduce creative solutions or suggest efficiencies that positively impact your business operations.
• Stronger Employee Satisfaction: Allowing employees to maintain their side projects can lead to greater job satisfaction and retention. When individuals feel they have the flexibility to pursue personal interests, they’re often more engaged and productive in their primary job.

Potential Challenges to Consider

• Time and Focus: One of the primary concerns for employers is whether an employee with a side gig can fully commit to their role. Setting clear expectations about performance and availability can help ensure their job remains their priority.
• Conflicts of Interest: It’s essential to assess whether an employee’s side hustle competes with your business. If their work overlaps with your industry, it could present ethical and competitive challenges.
• Burnout and Work-Life Balance: Employees managing a side hustle alongside their main job may risk burnout. While some thrive on the extra workload, others may struggle to maintain peak performance in both areas.

How Employers Can Navigate This Trend

• Set Clear Policies: Establish guidelines on side hustles, ensuring transparency about what is and isn’t acceptable. Encourage employees to disclose external work that could create conflicts of interest.
• Focus on Performance, Not Hours: As long as employees meet their responsibilities and maintain high performance, their side business shouldn’t be an issue. Evaluate results rather than micromanaging how they spend their time.
• Encourage Skill Development: If an employee’s side hustle helps them gain relevant skills, consider how your company can leverage and support their growth. Offering development opportunities within the organisation can keep talent engaged.

Conclusion

Hiring someone with a side hustle isn’t necessarily a risk - it can be an opportunity. Employees with entrepreneurial drive often bring valuable skills, innovation and motivation to the workplace. The key is to establish clear expectations, ensure no conflicts of interest and focus on performance. By embracing the evolving nature of work, businesses can attract and retain the right team while fostering a dynamic and forward-thinking company culture.

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