Moonlighting, Dual Employment Keeping IT Employers on Toes. 6 Ways You Can Keep the Double-Dippers in Check!

'Work from Anywhere' leading to 'work for as many employers as possible' caused a lot of setback to Remote first organizations had to offer in all good faith. This is a great article debunking the story of remote work cheats.
The lack of new challenges coupled with exciting projects popping up in cash-rich smaller companies sends him two-timing for creative fulfilment. Corporates can review employee concerns about job satisfaction. An unhappy yet reliable asset can be convinced to stay for newer projects, job rotation, overseas visits, exciting assignments, and other changes that match their expectations.

Renegotiate compensation and duties: Disgruntled employees may be doing it for additional income. If that is the case, performance appraisals or increments alongside proper recognition and appreciation can elevate job satisfaction. In essence, open more avenues to make more money. Also, try moving them into another project to see if a change might reignite their passion.

Additional monetary compensation and benefits may take them off the moonlighting track. Give them a higher pay package or find a way to elevate the quality of their perks. Even better, find a way to get them to give those extra hours to you for a healthy sum. This way, they stay loyal to you beyond the contracted hours and get the extra financial boost they expect.

Tweaking your work policies: The contractual documentation must explicitly clarify what an employee expects. Lay it out as multiple clauses in the employment contract and get their consent - no exceptions and no drama. Don't forget to list all the consequences if they were to violate the same. Employees must treat their job with your organization as their primary job, and office hours must revolve around official work only.

We are not just referring to a conflict of interest policy around competitors, but a hindrance clause policy that prohibits additional employment entirely. The likelihood of losing intellectual property or having to deal with fatigued-under performing employees is too much of a cost to bear. Go out of your way and explain these clauses and make sure they understand them.

Monitor Employee Activity for red flags: Deploy tools to monitor employee activity on their systems. Keep tabs on employees' work practices on their system, their working hours with your organization are meant strictly for you. Track internet usage, record key logs, collect geographical data, take screenshots periodically, monitor email & chat conversations, and archive conversations in the cloud.

Provide corporate hardware and peripherals, which are pre-configured with the necessary applications and protocols to prevent unauthorized access or misuse of devices and sensitive data. A remote desktop environment or constant surveillance through the webcam/microphone and in-built tools like TopTracker, Teramind, ActivTrak, and more enables optimum productivity from resources.

Measure Performance: Under-committed employees tend to slack off during office hours. Either due to excessive fatigue and lack of rest or being preoccupied with work from the second job. They slog it out, work extra hours, handle personal commitments, and then can't find any time to cool off. Dual employment leads to lower efficiency, output, and more leaves, besides recurring health issues.

Monitor their performance; had they always been clumsy and averaged less, or is this a bit unusual? It's okay to be skeptical, create reports, and use the data to analyze their productivity. This helps to know how they are faring all month. Do they meet deadlines, deliver optimal quality, response window, iterations, and so on? This data will give a better insight into a worker's life. More- https://www.borderlessmind.com/blog/moonlighting-dual-employment-6-ways-you-can-keep-the-double-dippers-in-check/

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