In the era of remote work and side hustles, job stacking—where an employee holds multiple full-time jobs at once—has become more common. As a manager, discovering that a top-performing team member is juggling multiple roles can be a tricky situation. If they’re meeting expectations and delivering high-quality work, should you intervene? Here’s how to navigate this challenge with fairness, professionalism, and strategic thinking.
1. Assess Their Performance Objectively
Before reacting, take a step back and evaluate:
- Are they meeting deadlines and maintaining quality?
- Do they engage effectively in meetings and collaboration?
- Is their productivity consistent with your expectations?
If their performance remains strong and they are fulfilling their role, their additional employment may not be negatively impacting your team. However, if you notice declining work quality, missed deadlines, or unavailability, then it’s a different conversation.
2. Review Company Policies
Check your company’s policies regarding outside employment. Many organizations have clauses about conflicts of interest or prohibiting full-time employees from holding additional full-time jobs. If their job stacking violates a policy, you may need to address it directly.
3. Have an Open, Honest Conversation
Approach the situation with curiosity rather than immediate confrontation. Try a conversation like:
“I’ve noticed you’re doing a great job, but I recently became aware that you may have other full-time commitments. I want to understand how that might impact your role here and ensure you have the bandwidth to continue delivering at this level.”
Gauge their response. Some employees might be transparent about their situation, while others may be defensive. The goal is to open dialogue rather than immediately impose consequences.
4. Consider the Bigger Picture
Ask yourself:
- Does their job stacking create a conflict of interest?
- Could their dual roles eventually lead to burnout, affecting long-term performance?
- Is there a risk to company security or sensitive information?
If their other job is in a competing industry or could compromise confidentiality, you may need to take action. Otherwise, if they’re thriving, it might be an opportunity to rethink traditional employment structures.
5. Set Clear Expectations Moving Forward
If you decide to allow job stacking as long as performance remains high, establish boundaries:
- Work hours and responsiveness expectations
- Prioritization of deadlines
- Ensuring company resources are used appropriately
If concerns arise in the future, you’ll have a documented discussion to reference.
6. Adapt Your Leadership Approach
The reality is that job stacking may continue growing in popularity. Instead of resisting it outright, consider how your company can evolve:
- Could project-based work or flexible contracts be a better model for certain roles?
- Are traditional full-time roles becoming outdated in some cases?
- How can you create an environment where employees are engaged enough not to seek additional jobs?
Final Thoughts
If an employee is stacking jobs but still excelling, your decision should be based on performance, policy, and long-term implications. In many cases, a proactive conversation and clear expectations can prevent potential issues while maintaining a positive working relationship.
Would you handle this situation differently? Let’s discuss in the comments!