As the traditional nine-to-five model shifts and employees seek more control over their careers, the rise of side hustles has become impossible to ignore. From freelancing and online retail to content creation and consulting, many professionals are pursuing secondary income streams alongside their full-time roles.
But this trend raises a vital question: do side hustles show drive and entrepreneurial flair—or do they compromise an employee’s focus and commitment?
The Ambitious Employee or the Distracted One?
At their best, side hustles can indicate initiative, creativity, and a desire to grow beyond the boundaries of a single job title. They allow individuals to diversify their skills, explore passions, and even build financial security—something particularly appealing during uncertain economic times.
Employers may benefit, too. Staff engaged in outside projects often bring fresh thinking, sharpened skills, and a stronger sense of ownership to their primary role. For instance, a marketing executive running a small e-commerce business could develop sharper insights into customer behaviour, branding, and digital strategy—all valuable to their day job.
However, there’s a fine line.
When Side Projects Start to Undermine Performance
Not all employers see external ventures as a sign of ambition. If a side hustle begins to impact time management, availability, or job performance, it quickly becomes a red flag. Colleagues may feel let down, managers may lose trust, and workplace culture can suffer if it seems someone is more focused on their personal brand than the business they were hired to support.
Worse still, conflicts of interest can arise—particularly if the side project is in a related field, or if it competes in any way with the employer’s services.
What Should Employers Do?
Rather than clamp down entirely or turn a blind eye, businesses would do well to adopt a balanced, transparent approach.
- Set Clear Policies: Ensure contracts and internal policies outline what’s acceptable, including when and how side ventures should be disclosed.
- Encourage Open Dialogue: Normalise conversations about side hustles. A supportive approach often fosters loyalty and transparency.
- Celebrate Transferable Skills: If an employee’s side project makes them more resourceful, confident, or commercially aware, that’s a win for your business too.
And for Employees?
Pursuing a side hustle is not inherently risky or disloyal—but it must be handled responsibly.
- Be Honest with Yourself: If your side project is consistently draining your energy or focus, it might be time to rethink your priorities.
- Stay Committed: Your primary job is still your main responsibility. Side hustles should complement your career—not compromise it.
- Disclose Where Appropriate: Be transparent about any potential overlaps or time conflicts. Trust is hard to rebuild once broken.
Final Thoughts
Side hustles aren’t going anywhere. In fact, they may become a permanent feature of the modern career path. The key for both employers and employees is balance, communication, and mutual respect.
At Proximity Recruitment, we believe ambition should be nurtured—not feared. But ambition without accountability can become a liability. Let’s build workplaces where growth is supported, both inside and outside the office walls.
