The Secret Life of Double-Job Employees

The prevalence of Remote Work continues to disrupt the way we look at our ‘jobs.’

Often in ways many of us never could have predicted.

In a fascinating article by Rachel Feintzeig for the Wall Street Journal, one of these new unexpected shifts comes in the form of a small, but growing number of people working two jobs.

No, I don’t mean having an after hours / weekend ‘side hustle.’

I mean being a full-time employee.

To two different companies.

Simultaneously.

These new remote workers tread a thin line as they navigate between their two full-time jobs.

They could be attending a Zoom meeting for Company A on one laptop.

While simultaneously working on a project for Company B on a separate laptop.

All made possible thanks to not having to be in a physical office.

And the reasons given for living this ‘double-life’ range from boredom to fear of layoffs to simply wanting to earn more.

Now of course, this sort of duplicity raises all kinds of legal and ethical issues. But if we put that big can of worms aside, this potential new trend really underscores the slow decay of ‘loyalty’ an employee may feel towards their employer.

And I don’t believe it’s necessarily any fault of their own either.

Remember the reasons stated by those taking two jobs.

Boredom.?

Fear of layoffs.?

Earn more.

If you can’t give your employees the engagement they need, why wouldn’t they go exploring for it elsewhere while still having a safety net in their first job?

If you can’t guarantee job security, why would they wait to get let go before they start job searching again??

And if they don’t feel like they’re being financially rewarded for their effort, why even try to be an A-player for only an incremental pay raise – it at all?

As Feintzeig so accurately put it in her article:

“Why be good at one job, they thought, when they could be mediocre at two?”

No matter which side of the Remote Work divide you sit on, this new work set-up is here to stay. And for those who have tasted the freedom and independence of working from home, many are likely not willing to give it up.

So instead of trying to force people back into office (and risk employees turning in their notice), perhaps employers need to find better ways to keep their people engaged, seen and rewarded.

P.S. Every Sunday and Wednesday I write various thoughts and experiences around HR, people, growing businesses, and other musings to my close and friendly community of HR leaders. You can?sign up for it here .