Back in 2021, an IT head at a large Mumbai-based firm refused to attend the office even once, despite repeated requests from the management. His juniors then discovered that the official email was being continuously used to send large files to another multinational.
A forensic investigation found that he had taken up another job at a MNC without quitting. Seem far-fetched? Welcome to the world of professional two-timing, or moonlighting.
As companies ask employees to return to work after the pandemic, some curious discoveries are being made. It turns out that many have been supplementing their incomes by moonlighting.
However, now firms are toughening their stand against staffers taking a second job after work hours. Most recently, Wipro sacked around 300 employees for moonlighting. Its chairman Rishad Premji said the company has no place for any employee who chooses to work with their rivals while being on Wipro payrolls.
On the other hand, firms like Swiggy and Sharedpro have been promoting a model where talent can be shared between two companies. And Microsoft’s CEO Satya Nadella introduced a new concept, productivity paranoia, and suggested that there’s a real disconnect between the management and the employees over productivity.
To deliberate further on the non-negotiables of the future-ready workforce, People Matters brings you an exclusive discussion on – Moonlighting: Are you for or against?
Here’s what we'll cover:
1. How can employers protect proprietary information and operating models, especially where employees are working remotely.
2. IT industry veteran and former director of Infosys, Mohandas Pai said that low entry-level salary in tech industry has contributed to moonlighting. Hence, is it right to equate dual employment to cheating?
3. What policies can companies adopt to better regulate dual employment among their employees?
4. What impact does moonlighting have on a company and its culture? How can HR managers handle the situation, especially if it starts to become a trend in a team or organisation?
5. From meeting seasonal requirements to learning new skills, what are the other factors that allow employers to view moonlighting positively?
Can we take a more holistic view of how we reward people?
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