4 ms·

This may be unpopular here, but be really clear what you want out of your job. If you're just talking side gigs be really clear this doesn't interfere with you

This may be unpopular here, but be really clear what you want out of your job. If you're just talking side gigs be really clear this doesn't interfere with your own job performance. The first target you hit because of your "side gig" will be your downward spiral. Now .. running your own business is another option. For me I encourage my staff to have "side gig" of their own business, but will not sign off on them contracting on the side. One is a valuable option where you learn new skills - the other is...

swamp40 4y ago
> For me I encourage my staff to have "side gig" of their own business, but will not sign off on them contracting on the side. I'm not clear on how that works. Could you provide an example?
- ygjb 4y ago
  I will provide a concrete example, even though I am not the parent commenter. I work for a FAANG company in a reasonably senior role. I have carveouts in my employment contract that I negotiated when I started a few months ago, because in addition to my day job, I co-own a coworking space with my wife (and she owns other businesses that I do some light tech work for - site maintenance, office network, etc). My day job is very demanding, but my leadership team are aware, and the HR folks at my employer have documentation that supports me having a side business, and so if I say things like "I have to go the bank/lawyer stuff for my business", no one bats an eye as long as I am hitting my targets for the day job. The expectation is that I will largely be available and focused on my day job during the 9-5, and where needed, provide support on escalations/on-call. If I started taking on consulting contracts or was regularly juggling contracting or side-job related tasks against my day job, then it wouldn't be a good fit for delivering on that 9-5.
pc86 4y ago
> For me I encourage my staff to have "side gig" of their own business, but will not sign off on them contracting on the side. Imagine believing that you have the right to "sign off" on what your employees do in their free time provided they're not directly competing with you.
- ISL 4y ago
  Some employers proffer, and employees enter into, contracts of this type.
- ulrashida 4y ago
  It's a simple legal ass cover. Should the manager / lead care if there's a side gig in play while all other needs are being met? No, of course not. However, what if the side gig becomes a bit more than planned and now your team member isn't delivering, gets sick more often, or is otherwise grinding themselves into the ground (and doesn't recognize the need to get out of that situation)? You can care about your team member's welfare and support them 100%, but part of that support should be defining the rules of play so that all parties know what the agreement is.
  - pc86 4y ago
    I mean these are different answers, right? If they stop delivering, you do what you do if they stop delivering. Coaching, performance discussions, reassignment/termination. Whether it's because of a side gig or not is irrelevant. If they get sick more often, you...? What would you do normally? Hopefully the answer is "support them." If this is cover for "they're saying they are sick but I think they're just working on their side gig" then refer to #1 but you better be right about it. > You can care about your team member's welfare and support them 100%, but part of that support should be defining the rules of play so that all parties know what the agreement is. I agree with this 100%. The agreement is that they're paid a full-time salary for full-time work (whatever that means whether it's ass-in-seat for 40 hours, or WFH or whatever). Whatever they do outside of that time isn't the company's business unless they're directly competing with them.
- tremon 4y ago
  It's not imaginary, it's called copyright. In many jurisdictions (including the US, FAFAIK) your employer retains the copyright of things you produce in your free time that fall within your job description (e.g. if you might have done the same thing on company time). So if you have a side gig that matches your day job and your work output is covered by copyright: yes, you need your employer's sign-off.

swamp40 4y ago

> For me I encourage my staff to have "side gig" of their own business, but will not sign off on them contracting on the side. I'm not clear on how that works. Could you provide an example?

ygjb 4y ago
I will provide a concrete example, even though I am not the parent commenter. I work for a FAANG company in a reasonably senior role. I have carveouts in my employment contract that I negotiated when I started a few months ago, because in addition to my day job, I co-own a coworking space with my wife (and she owns other businesses that I do some light tech work for - site maintenance, office network, etc). My day job is very demanding, but my leadership team are aware, and the HR folks at my employer have documentation that supports me having a side business, and so if I say things like "I have to go the bank/lawyer stuff for my business", no one bats an eye as long as I am hitting my targets for the day job. The expectation is that I will largely be available and focused on my day job during the 9-5, and where needed, provide support on escalations/on-call. If I started taking on consulting contracts or was regularly juggling contracting or side-job related tasks against my day job, then it wouldn't be a good fit for delivering on that 9-5.

pc86 4y ago

> For me I encourage my staff to have "side gig" of their own business, but will not sign off on them contracting on the side. Imagine believing that you have the right to "sign off" on what your employees do in their free time provided they're not directly competing with you.

ISL 4y ago
Some employers proffer, and employees enter into, contracts of this type.
ulrashida 4y ago
It's a simple legal ass cover. Should the manager / lead care if there's a side gig in play while all other needs are being met? No, of course not. However, what if the side gig becomes a bit more than planned and now your team member isn't delivering, gets sick more often, or is otherwise grinding themselves into the ground (and doesn't recognize the need to get out of that situation)? You can care about your team member's welfare and support them 100%, but part of that support should be defining the rules of play so that all parties know what the agreement is.
- pc86 4y ago
  I mean these are different answers, right? If they stop delivering, you do what you do if they stop delivering. Coaching, performance discussions, reassignment/termination. Whether it's because of a side gig or not is irrelevant. If they get sick more often, you...? What would you do normally? Hopefully the answer is "support them." If this is cover for "they're saying they are sick but I think they're just working on their side gig" then refer to #1 but you better be right about it. > You can care about your team member's welfare and support them 100%, but part of that support should be defining the rules of play so that all parties know what the agreement is. I agree with this 100%. The agreement is that they're paid a full-time salary for full-time work (whatever that means whether it's ass-in-seat for 40 hours, or WFH or whatever). Whatever they do outside of that time isn't the company's business unless they're directly competing with them.
tremon 4y ago
It's not imaginary, it's called copyright. In many jurisdictions (including the US, FAFAIK) your employer retains the copyright of things you produce in your free time that fall within your job description (e.g. if you might have done the same thing on company time). So if you have a side gig that matches your day job and your work output is covered by copyright: yes, you need your employer's sign-off.