There has been a lot of scuttlebutt about people secretly holding two jobs of late. This is partially due to a labor market that remains tight, especially in tech, publicity around fraudulent interviewees, and employees having more control over their time in remote and hybrid work environments, among other concerns. This has led to some needlessly inflated rhetoric and managers comparing notes about how to detect people who are working more than one job.
I’m not that worried about it. The number of jobs an employee has is not my concern.
- If the person is getting their work done and meeting my performance/communication/availability standards, I don’t have a problem.
- If they are not getting their work done and/or not meeting my performance/communication/availability standards, I do have a problem.
In neither case do I need to cast about for proof that the person is working another job or two, or distracted by caring for an elder parent, or going through a messy breakup, or what have you. I gain nothing by investigating each employee to see if they might be working another job. If I determine that there’s a performance problem, I need to talk to the employee and manage the issue.
No one seems to care if an employee in the C-suite serves on multiple boards (unless they are competitors) or advises multiple startups (unless they are competitors). No one seems to care if an employee also plays in a band. No one seems to care if a person sells their ceramics or tunes pianos or works on software projects on the side for free; perhaps it’s conflict of interest we’re worried about?
If there’s no performance problem and no conflict of interest, is there a problem?