Once a means to extra cash, yesterday’s “side gigs” are becoming central to modern careers. New SurveyMonkey research reveals that employees across generations are pursuing additional work, with three in four (72%) currently engaged in a side hustle or considering one.
These not-so-extra-curriculars do more than pad pocketbooks: they fuel ambition, shape identity, and inspire autonomy for modern workers seeking broader fulfillment beyond the traditional 9-to-5. They also underscore an important shift in the professional landscape as workers reimagine what it means to have a career.
Here are a few key insights for HR teams to bear in mind in today’s hustle economy:
Side hustles are becoming central to worker identity.
Nearly a quarter (70%) of workers believe people should seek out income sources beyond their main job. A few leading reasons for a side hustle include saving up for specific financial goals (48%), needing extra income to cover expenses (44%), and developing new skills or pursuing passion projects (37%). Research also shows that in today’s day and age, people want to spend more money. Naturally, that means they have to earn more, too.
These findings highlight an important takeaway: rather than being defined by a singular job, more and more workers are discovering new layers to their careers—and themselves—outside of the mainstream. For many of those side “gigging” on the side, the extra work provides a creative outlet or learning opportunity that is not accessible within the bounds of a traditional job.
The trend raises practical considerations for HR teams looking to provide more structured ways for employees to pursue growth internally. HR tech platforms, including internal talent marketplaces, learning management systems, and skills-tracking tools, can offer a place to start. Employee engagement platforms and feedback channels are also beneficial for measuring satisfaction surrounding development opportunities.
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“Always on” culture has many workers feeling tapped out.
Regardless of whether or not they work a side gig, many full-time workers are also hustling in their primary job outside of typical work hours. While most workers (78%) feel they have a healthy work-life balance, the majority (68%) believe sacrificing personal time is necessary for career success, and 55% say working long hours and being “always-on” is the norm at their company.
This perma-engaged culture can create confusion surrounding work-life boundaries and chronic tension, especially for employees lacking clearly defined expectations. For example, while many workers don’t mind or are indifferent to receiving communications outside of work hours, one in three (34%) believe that not responding to messages will lead to negative perceptions toward their job performance from managers or coworkers.
This ‘boundary stress’ has launched a growing global trend regarding workers’ right to disconnect—or the ability to disengage from work-related communications and activities outside of official working hours without negative repercussions. While there is currently no federal law that grants a legal right to disconnect in the U.S. (it is more common among EU countries), many companies reserve the right to apply the concept as appropriate to promote employee well-being.
HR teams can help provide visibility into these tensions and their potential impact with tools such as wellbeing dashboards, employee surveys, and workload management solutions, equipping leaders with evidence-based insights to address emerging issues proactively without risking employee autonomy.
Supporting workers in the hustle economy takes flexibility.
For HR leaders supporting employees in their primary role, this “always on” culture raises important questions about how to treat side jobs: ignore, acknowledge, compliment? The short answer is that it depends on how the side job impacts the primary job, and that varies from person to person.
Some workers perform better at their primary job when they have a side hustle due to psychological detachment and affective well-being, according to The Journal of Management Studies. Others’ primary job suffers due to attention residue and resource depletion. Employees who can compartmentalize and mentally navigate between roles with ease usually have a positive experience. Working a side gig effectively energizes them for more productive full-time work.
Research also shows that managing boundaries and aligning side hustles with core job roles empower employees, improve well-being, and enhance performance. These insights are valuable for HR teams seeking to balance organizational governance with worker autonomy.
Instead of relying on restrictive policies that cast side gigs as a threat to primary employment, organizations can reframe them as potential opportunities for enhanced diversification, innovation, and talent development.
Hustle culture is here to stay.
Supporting workers in the hustle economy is about balance. As side gigs and hustle culture move to the mainstream, HR leaders must decide whether to treat them as risks or as opportunities. By leveraging HR technology, clearly communicating boundaries surrounding work-life balance, and soliciting employee feedback, HR teams can provide avenues for employee growth and well-being while keeping a pulse on employee sentiment through the hustle and bustle.
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