case studies

Moonlighting : The new norm

The term moonlighting has been around for quite a while, but due to the current economic challenges, many people are starting to use it to describe themselves.

Presently, many Americans are working two or even three jobs to survive. Moonlighting means taking up multiple jobs or other assignments that are not part of one’s primary job. The Covid-19 pandemic is believed to be what gave rise to moonlight, and it is gradually becoming a norm today. Moonlighting can create fatigued, absent-minded employees and pose conflict-of-interest issues, liability risks, and even legal risks. But employees are willing to take the chance to get a second job.


According to reports, moonlighting employees give the following reasons for their actions.

• To have more spending power.

• To offset debts

• To fight boredom

• To increase their savings/investments

• To get more work experience

• To follow their passion Most of these reasons are legitimate and should be respected.

But no matter how honest they are, we can’t deny that moonlighting can negatively affect employees’ productivity.



Moonlighting situations sometimes work well for the employee and their employers. But sometimes, it doesn’t work out well, and implementing a moonlighting policy for a business will be the best chance to get the best out of employees. The following are ways moonlighting effects employees’ output.

  • Fatigue: Due to the nature of their second job, most moonlighting employees end up too tired to perform their regular duties.
  • Hours: Workers who work on an hourly basis may be less available for their work hours because their additional work may limit their time.
  • Distraction: The responsibilities associated with their second job may distract moonlighting employees while working on their primary job.
  • Conflict of interest: Cases of conflict of interest sometimes arise between the employees’ primary and second jobs.



We can’t deny that employers are affected by moonlighting employees; the factors listed above can affect work performance and productivity and ultimately affect the employers.

Employers are faced with an ever-increasing challenge of employees taking multiple jobs. Most employers are constantly wondering what they can do to ensure their employees do their best in their primary job. 

Employers are wary of moonlighting because of its impact on the business, its clients, business partners, and other stakeholders. 



Moonlighting employees can be easily spotted by some typical signs they display. It is necessary to check for these signs and investigate appropriately if necessary.

  • Increase in work-from-home requests.

Offering employees flexible work time is a good way of encouraging loyal and trustworthy employees. But it can be challenging if employers can’t track the employee’s work, suppose they’re not getting the work done at home. They could be using the opportunity to work for another job. 

  • Leaving The Office Unannounced

Moonlighting employees often struggle to manage multiple jobs without any being affected. However, with time their second job may interfere with their primary job. If you find an employee always leaving the office unannounced and taking long calls, it could indicate that they’re dealing with problems related to their other job.

  • Prolonged off-site meetings

It is usual for meetings to be held outside of the office, and many employees spend a reasonable amount of time away with clients at different places. However, ensure you check for minutes of the meeting and feedback. If you don’t get this, it could signify that you’re dealing with a moonlighting employee.



Moonlighting can be a very tricky situation for employers and employees and can severely impact any organisation. Employers can best tackle the effect of moonlighting by Implementing strong moonlighting policies that clearly define their expectations for employees. 

case studies

Employers vs Job-Hoppers.

Job-hopping is the practice of having many jobs in a relatively short time. It involves switching jobs or moving from one company to another to get the best job to meet specific standards.


 A Job-hopper is a person who jumps or hops from one job to another and has short spells with many employers. Often, those short spells are between one to two years at each position, but some people classify Job-hoppers as persons who spend at most four years on a job.


Putting that in view, per the US Bureau of Labor Statistics, presently, the average number of years employees stay with their employer is 4.1 years. 


Job-hoppers have no real reason to leave their jobs and look for new ones. People who leave their jobs because of circumstances they can’t control, like the cost 

reductions or being sacked aren’t job-hoppers. Real Job-hoppers leave their switch.



  • Greed for Higher salary: One of the primary reasons Job-hoppers jump from one job to another is the desire for a higher salary. Moving from one position to another usually comes with an increase in pay as part of the contract. Many people prefer to change their job instead of waiting for a raise or bonus from their employer. 
  • Better workplace: Some employees are unsatisfied with a particular job’s direction, so they jump into another job with a better career path. Others switch because they find out they don’t like the job or are not culturally fit with the company they work with.
  • Less Work Pressure: Work-life balance has been a battle for most people. Most employees who switch jobs do so because they want to work at a company with less work pressure – a place where work isn’t defined by being in the office almost daily. They want the liberty to work from home, the chance to travel, or even unlimited time off.



  • Forego customers: Companies sometimes lose customers as a result of employees quitting. These customers were probably brought to the company by these employees. 
  • Pressure built up on existing team members: When an employee quits their job unexpectedly, the workload and duties of these employees would have to be shared among the remaining team members until a qualified person is hired and groomed to take their place. This whole process usually takes weeks. 
  • Untimely payment from customers When an employee who is supposed to deliver goods and services to customers suddenly quits, the delivery is put on hold for a little while, and so also the customer’s payment.


Job hopping makes life difficult for recruiters in many ways. The cost of employing a Job-hopper is not worth the short-term value they add to the company. 

Employers and Recruiters don’t want to go through the tedious process of hiring a person, training them to get them up and running, only to lose them when they have begun to be productive to the company.



Job-hopping is catastrophic to any organisation. What’s more disappointing for an employer than losing a talented employee loyal to the company for many years?