Remote work gone wrong?

In an era of gig, remote, and asynchronous work do we need to find better measures for productivity?

Should employees be allowed to work for multiple employers? For months an engineer for the city of Baltimore balanced telework for their city job while also working a second full-time – also remote – job at a private company. No one discovered the issue through the interview or hiring process. And for months they were able to successfully pull it off.

On one hand, you have to give the engineer credit for figuring out how to make this work. After all, it was only discovered after he applied for a transfer at his private company gig. On the other hand, come some pretty tricky questions for people who are managing remote workers in an increasingly flexible environment. In an era of gig, remote, and asynchronous work do we need to find better measures for productivity?

Read the story from the source: WMAR, Published by: Ryan Dickstein

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Grant Clough

Grant Clough

Grant has over 15 years of experience in talent acquisition and HR systems. Like many, he fell into recruiting while exploring new opportunities with a recruiting agency. Grant's experience includes recruitment, management, and strategy development at several national brands in the public accounting and non-profit industries. Grant has degrees in employment law and accounting from Wake Forest and Clemson Universities.

Responses

  1. I just had this talk with a leader yesterday and the accountability sort of boiled down to both of the employers and if they were managing the employee well, if at all.
    I mean, if the employee could pull off both jobs without a direct conflict of interest between the employers AND they were performing adequately for both, does it matter?

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