Polyworking — A Growing Trend

What is Polyworking?

Polyworking refers to having multiple roles, jobs or sources of income at the same time. This could include a full-time employee running a side business, a manager who also works as a consultant, or someone balancing multiple part-time roles across different organisations or industries.

Previously known as the ‘portfolio career’, the concept itself isn’t a new thing. However, the term “polyworking” has gained popularity in recent years as more people move away from the traditional idea of having a single career path.

Why is Polyworking becoming more common?

For some, financial considerations play a huge role in the decision to take on polyworking. Rising living costs and economic uncertainty increase all over the world and has encouraged people to seek an additional income for greater financial security.

For others, polyworking is more about the opportunities it provides on a more personal level, whether that be to offer a more freedom, or developing new skills beyond their primary role.

Technology and flexible working arrangements — particularly following the COVID-19 pandemic have made polyworking more accessible than ever and some people are reaping the rewards it can offer.

• Greater Flexibility

  
  

Remote and hybrid working have changed how people can manage their time. Many employees now have more autonomy over their scheduling allowing those who may wish to pursue other activities, passions, or family commitments along side a main role.

• Economic Pressures

  
  

A second source of income is a benefit in itself - rising living costs are placing immense pressure on families and poly-working provides an opportunity to explore additional earning.

• Personal Fulfilment

  
  

It is unlikely that a job role will tick every single box when it comes to your passions and interests - even those that enjoy their role may have an itch to learn or develop in another area or in some cases a completely different industry. For some, keeping their brain challenged, engaged and consistently learning new skills is needed to maintain attention and motivation levels and can in such cases reduce the risk of burnout.

• Career Development

  
  

The traditional way of thinking about career development would include; working in a company and showing loyalty for a long time, allowing an employee to work hard, climb ‘the ladder’ and gradually learn new positions and roles throughout the company. The concept of polyworking can allow an almost ‘fast tracked’ development pathway as it can help individuals build all sorts of new skills, communication and other professional developments in parallel with their main role.

How Employers Can Benefit

As previously discussed, some of the benefits of polyworking can include professional development — this not only benefits the employee but also the organisations that they are part of. Who wouldn’t love an employee that outside of their role is doing things that supports the development of valuable business skills - many of which will be transferable into any workplace - including yours.

Employees that experience different roles and industries may be able to bring fresh ideas and new perspectives - they can feel more motivated and professionally fulfilled which will massively contribute to their performance and commitment.

Of course, this isn’t a one size fits all - to some having an additional job outside of your full time job sounds exhausting and even to others - balancing two smaller part time jobs and having to plan them around one another could be seriously overwhelming - however many people thrive in that kind of environment - allowing them to switch between roles keeps them engaged.

So of course both the employee and employer can benefit - but remember that is it reliant on maintaining a balance between commitments and employers creating a healthy, transparent environment.

Should Employers be Concerned

Concerned, maybe not, but definitely aware. If a second job happens at the same time/hours/rota you’re employed by your main employer, that could be a massive conduct red flag. However, if it’s additional hours outside of your normal working hours, then the main employer may have concerns, such as a second job reducing performance, creating a conflict of interest, or even contributing to burnout, but it’s not exactly a legal no-go.

While these risks have potential, we shouldn’t automatically assume they will happen. The key is in being transparent and communicating well with employees.

Employers should ensure that their policies are fit for purpose with the concept of polyworking in mind, here are a few areas worth reviewing amongst your policies and ways of working:

• Transparency

  
  

Open and honest conversations really are the key. Employees should feel comfortable discussing any additional work or side projects - helping to build trust and ensuring that expectations are clear on all sides.

• Conflict of Interest

  
  

Employees should understand what types of outside work could create conflicts. For example working for a competitor. Encouraging employees to be open about additional work will help to avoid issues before they arise. If the work is not in competition or doesn’t present a conflict, you likely will encourage their development and entrepreneurial flair. However, if you identify a conflict early on, reminding them of their obligations gives them an opportunity to bring their extra-curricular activities to a close before you need to go through formal processes.

• Confidentiality

  
  

Confidential business information should always be kept confidential. Employees should understand what information belongs to their employer and that it should not be shared. Clear contractual clauses around this should be present to enable employers to refer to any breaches and manage those through the correct procedures.

• Working Time & Wellbeing

  
  

While polyworking can bring many benefits, it’s important that employees aren’t stretching themselves too thin. Employees can only work 48 hours per week (averaged over a 17-week period) unless they opt-out and even then, we have a duty of care to pay attention to their wellbeing. Regular check-ins can help ensure additional commitments aren’t having a negative impact on wellbeing or performance - you know how we feel about check-ins and reviews! And they may be even more important in these kinds of cases.

• ·      Tax implications

  
  

While this one is on the employee, it is important that you make them aware that any other PAYE work they undertake is accounted for appropriately, so they do not experience financial hardship by being over taxed and similarly, if they are undertaking work on a self-employed basis, they are clear on how they declare it and work with a qualified accountant if they are unsure.

Final Thoughts

Polyworking is becoming an increasingly common part of modern professional life.

For businesses the key isn’t to prevent it but to understand it and make sure you have clear policies and processes so if someone is working for others/has a side business, you have a clear approach to managing any of the challenges that may present.

Polyworking presents both benefits and risks as we have discussed.

Organisations that are likely to benefit the most will be those that approach it with openness and transparency in a healthy, communication culture. Allowing them to Reap the benefits - whilst also having an awareness of the risks and putting practices in place now to address them if they arise.

If you need any support with reviewing policies and discussing how polyworking may be impacting your business please feel free to get in touch here.