“This could encompass after-hours or weekend activities that do not affect their full-time work productivity or have any conflict of interest with Swiggy’s business,” the company said. society.
Swiggy’s initiative comes amidst companies facing high attrition rate and the demand for greater flexibility from employees. But not too many others are likely to give moonlighting – albeit ethical in this case – their stamp of approval as a formalized policy, say recruitment and HR experts and companies.
While such a policy offers more freedom, more opportunities to hone skills as well as a potential source of additional income that could stem the employee’s urge to relocate, there will be significant challenges in monitoring of these jostling as well as the risks of conflict arising in the future. A false move or breach of trust by one employee could result in backlash for others.
“There are experiments that may occur, some companies may want to catch up. But such a policy cannot be extended to all levels, categories and functions. It must be discretionary,” said Ajit Isaac, president of the provider business services
“It will take conflict, dilution, for a policy to be frowned upon,” he added.
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Hybrid/remote work during the pandemic has led to an increase in moonlighting among white-collar professionals — especially in tech/IT companies, ET reported in October.
The problem of moonlighting is real, but most companies will look for ways to stop it rather than encourage it, said Shiv Agrawal, managing director of recruiting firm ABC Consultants. “Furthermore, there are very few jobs where productivity standards are so tightly defined that it’s possible to map exactly how working outside affects actual work.”
While edtech company UpGrad allows employees to teach at various institutes as visiting professors, it’s strictly on a case-by-case basis, said co-founder Mayank Kumar. There are no plans to make it a policy. “It would be extremely difficult to monitor,” he says.
Chandrika Pasricha, founder of independent platform Flexing It, said during Covid that there were companies in certain industries like hospitality and travel that relaxed their rules and let employees take gigs because they don’t. were unable to fully utilize them during the pandemic. Some of them have since withdrawn the option.
However, there are small startups, consulting firms, and digital marketing agencies that still let some employees take on side projects with their approval. Some large companies are also evaluating the option, Pasricha added.
“What’s needed is trust in the team and putting in place much clearer deliverables. As long as the work doesn’t suffer, employees can be both efficient and happier,” he said. she declared.