What should I do if I discover that an employee is working a side hustle during company hours?
Question:
What should I do if I discover that an employee is working a side hustle during company hours?
Answer:
Discovering that an employee is working on a side hustle during scheduled work hours can be challenging. It raises important questions about focus, fairness, and how their actions might affect the rest of the team.
Addressing the issue thoughtfully can reinforce expectations, maintain trust, and protect team morale without creating unnecessary tension.
1 - Start with the Facts
Begin by understanding the situation. Is the employee truly working on their side hustle during scheduled work hours, or is this happening during breaks or unpaid time? A calm, open conversation can help clarify:
"I’ve noticed some activities that don’t seem related to your role. Could you share when and how you’re working on them?"
This sets the stage for constructive dialogue without jumping to conclusions.
2 - Consider the Impact on Productivity and the Team
Even if their individual work hasn’t suffered, their divided attention during scheduled hours could impact collaboration or team dynamics. Colleagues may feel frustrated or even demotivated if they see someone focusing on outside work instead of contributing fully. It’s essential to communicate how their actions affect both the team and overall workplace fairness.
3 - Reinforce Workplace Expectations
Employees are expected to dedicate their scheduled work hours to their roles. Outside projects can wait until personal time. It’s helpful to remind the employee of this in a supportive but firm way:
"We encourage personal interests and side projects, but your scheduled work hours need to remain focused on your role here. It ensures fairness to the team and allows everyone to perform at their best."
4 - Address Use of Company Resources
If the side hustle involves using company equipment, internet, or other resources, this needs to stop immediately. This is a great time to remind all employees about appropriate use of workplace tools and resources.
5 - Review Breaks and Personal Time
If the employee claims to work on their side hustle only during breaks or lunch, confirm this is the case. While personal time is theirs to use, it should not create distractions for colleagues or affect their ability to transition back to work.
6 - Provide a Path Forward
Outline clear steps for the employee to realign their focus:
Commit to pausing outside work during scheduled hours.
Set clear performance expectations to ensure productivity remains on track.
Discuss potential consequences if the behavior continues, while keeping the tone constructive and forward-looking.
7 - Look at the Bigger Picture
Sometimes side hustles emerge because employees feel unfulfilled, underutilized, or financially strained. Use this conversation as a chance to explore whether the employee feels fully engaged in their role. It could be an opportunity to align their strengths with new challenges or projects.
8 - Reinforce Teamwide Clarity
After resolving the issue, consider reinforcing expectations with the entire team. A quick reminder about policies regarding side work and the importance of focusing during scheduled work hours can prevent misunderstandings or similar situations in the future.
9 - Protect Team Morale
Ultimately, addressing this issue isn’t just about one employee, it’s about ensuring the team feels supported and that everyone is held to the same standard. A proactive and consistent approach helps maintain trust, fairness, and a positive workplace environment.
By balancing a supportive tone with clear expectations, you can address side hustles constructively while fostering a workplace where everyone can thrive—inside and outside the office.
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