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Editor’s note: This article is from WeChat public account “ Zhilian Recruitment HR Association ” ( ID: clubhr), author Huang Lanlan.
“Secondary business” here refers to those secondary business that are positively related to or promote each other and help employees grow.
For example, a HR, the sideline is a writer for a human resources agency, such as myself. I will write some human resources related articles in my spare time. Yu Ji has better trained my output ability and logical thinking ability, and at the same time forced myself to continuously input new knowledge.
The exercise of this ability will nurture me in the workplace to bring more efficient professional output to the enterprise and empower the team.
You will also find that every time the company builds a group, holds an annual meeting, builds a cultural event, or establishes a new project, it requires special talents and abilities outside of work to support and land. At this time, those who have sideline, versatile, and experienced employees will be favored and can bring different values to the company.
And there must be employees in the sideline, for more than that.
1. The more excellent the employees, the more uneasy they are.
On the day of the interview, a business executive who left the company for 90 years, joined the company for two years, and was promoted to the supervisor 3 months after the average employee. The team’s monthly performance reached the top three without any doubt.
The reason for leaving is to start a business.
She said, “Maybe many people leave because they don’t like the current job. On the contrary, my team is doing well now. When I leave, I want to change the environment and challenge myself.”
You will find that great employees want more and faster growth.
Most capable employees are often not willing to do only one “job role”, but they want more possibilities.
This possibility may be a change of multiple roles in a company, or it may be a “side job” outside the workplace that satisfies a sense of personal achievement.
So, what the company should do is not to artificially restrain the instinctual growth needs of outstanding employees, but to think about how to make this platform provide more opportunities for employees to grow, such as internal transfers and cooperation of internal incubation projects , Partnership system, etc.Other career development possibilities.
If it is not possible to give employees such growth opportunities internally, those young people who have the ability to pursue and have ideas and capabilities, as a way out of their sideline business, can not do anything without affecting the work.
This sideline, which makes him feel fulfilled, may allow them to cherish this guaranteed income in the workplace, and the stability will be better.
2. The HR chart is stable, the boss wants “use value”
Stability is often a very important aspect of HR assessment candidates.
If the candidate is unstable, it represents a series of troubles:
Re-recruitment, adding more labor and opportunity costs;
Negative impact of personnel departure on the team and company and damage to the employer brand;
Bring more workload and repetitive labor to the HR team.
So HR will communicate the candidate ’s past work experience, usual interests and hobbies, future career planning, etc. to assess the stability of the candidate.
HR often thinks that candidates with sideline business are not stable. In fact, this will fall into a mindset of talent selection that “stability is greater than ability”.
And is stability really important for an age where the only thing that is constant is change?
Compared to the so-called stability, the boss values the ability and performance of the candidate, that is, what value he can create for the company, whether he came to the company for six months or five years.
Especially for developing Internet companies, because of the power of capital, at some stage, the company may need to bring an equally excellent team through an excellent senior manager to develop a business or fill a project. Blank, when this mission is completed, perhaps the value of this team will end.
So, for the selection of talents, under the premise of consistent values and moral integrity, only this person’s ability can generate performance and create value for the enterprise.
Candidates with sideline careers will be more prominent in their ability to adapt to the new environment and their learning abilities, and have more willingness to try new things, more energy, and more willingness to accept and embrace change.
3, you can’t change the trend, you can only adapt to the change
As mentioned in “A Brief History of the Future of HR”, the future is an era of free people and free associations, and the mixed form of labor will be more obvious and common. Breaking the traditional company employment model, the individual-platform-company free employment model will become the future trend.
Managers need to change their previous control and ownership of employees to become “use” inclusively, that is, the other party is a truly free person.
This freedom will not only be reflected in flexible working hours, space (the popularity of paperless computer random office), and the diversity of employment forms.
《FutureJob: The End of the Traditional Hiring Era mentioned:
“In order to comply with the development trend of the times, the talent management of enterprises must get rid of the traditional thinking mode of full-time fixed employees in the past. It can be workers who are temporarily organized according to different tasks, projects or plans. Through remote platforms, cooperative institutions, project contracting, Even online games and other methods use the global Internet to serve your business.
And the best people are not necessarily full-time employees in your company, but freelancers, project contractors or volunteers from outside. “
A survey by IBM found that freelancers are more involved in their work than full-time employees.
So, as an HR, you need to keep up with the changes and trends of the times and have new management ideas, because future changes in the workplace will completely change all aspects of the human resources industry. Those candidates who have a sideline now may be able to Become the main force and backbone of the future workplace.
At the same time, there are multiple identities in a workplace, which is a trend in the future.
According to the “2019 Mid-year Inventory Report of the Workplace People” recruited by Zhilian, about 8.2% of workplace people have slash income! Wechat, copywriting, and design are the three occupations most chosen by white-collar workers with sideline income. Wechat ranked first with 26.8%.
In other words, it has become a consensus in the workplace that candidates have their own plan B.
As a company, you will not pay for the employee’s seniority, but instead reward him for his talent and ability;
As a manager, you need to become more tolerant and open, and actively accept and embrace this change and trend.
As a smart employee, a company will not be regarded as a “home” that can be docked and relied on all the time. Retreating a company at any time can also support its own days with sideline businesses.