The era of the side hustle is upon us, and it looks different than it did during COVID. Employees are feeling the pressure of rising costs, so much so that they are seeking additional sources of income. In fact, 64% of employed U.S. adults say they’re likely to get a second job or start a side hustle in the next year. On top of that, parents who have minor children are even more likely to find a side hustle — 75% plan to take on a second job in the next year.
The younger members of the workforce are also feeling the heat. Millennials (76%) and Gen Z (73%) are the most likely to be picking up side hustles—proof that younger workers are feeling the squeeze and looking for more income, stability, or both.
Employees needing or seeking another income are about more than just paying the bills, although 28% of employed renters have less than one month’s savings if they were to lose their job; 14% of homeowners are in the same position. Beyond the financial element, employees are also looking for one thing: hope.
Modern employees need hope. Hope looks like opportunity, growth, support, purpose, fulfillment, and flexibility. That search for hope is exactly where employers come in.
When your team doesn’t see a future with you—or doesn’t feel supported in building one—they’re more likely to look elsewhere.
Side hustles are about more than just making extra cash. For many, side hustles fill gaps that their full-time roles aren’t meeting. That’s the real risk for employers: not the hustle itself, but what it means regarding disengagement, burnout, and unmet needs inside the organization.
The Hidden Cost of the Hustle
Side hustles don’t always mean your employees are ready to quit—but they are a sign that your organization is not meeting their needs. Without the right support, that second job can quickly lead to:
- Burnout. Working 9-5 and then adding on the hours of a side hustle? Even something like driving for Uber one night a week takes away valuable time resting and participating in hobbies outside of work.
- Distraction or disengagement. When employees know they have something else to do later, they’re likely to be thinking about it throughout their workday. When that after work activity is another job, they might be checking emails or schedules when they should be doing their job.
- Increased turnover risk. Feeling like you have options is common when you have a second job, paired with burnout, your organization might be put on the back burner, and eventually left behind in general.
- Decreased loyalty and harmony within their team. When employees are pouring energy into a second job, their emotional investment in your organization naturally starts to fade. Over time, they may feel less connected to the mission, their coworkers, and even their long-term role on the team.
What Employees Really Want
Side hustles aren’t always about chasing passion projects—they’re often a response to gaps employees feel in their current role. If those needs aren’t met internally, they’ll look to meet them elsewhere. What they’re searching for might look like:
- Opportunity. Employees want to know there’s a next step for them and that someone sees their potential. Without clear opportunities for advancement, even your most motivated team members might start looking elsewhere.
- Growth. Most people don’t want to stay stagnant. When they’re not learning, developing new skills, taking on new responsibilities, or being challenged in meaningful ways, they’ll seek out environments where they can.
- Support. In a world that’s more remote and fast-paced, employees need to feel like someone has their back. Coaching, feedback, and clear communication go a long way in building that trust.
- Purpose. Knowing that their work matters and is contributing something meaningful helps people feel more loyal and involved with their organization. Employees want to feel like what they do goes toward something bigger than a to-do list.
- Fulfillment. When people feel stuck, unappreciated, or disconnected from their strengths, it’s easy for disengagement to creep in. Fulfillment can be the difference between coasting and thriving.
- Flexibility. Whether it’s hybrid work, adjusted hours, or just understanding life outside the office, flexibility is no longer a perk—it’s an expectation.
- Benefits. Robust, thoughtful benefits signal that an organization truly values its people. Whether it’s pay, more time off, or other ways to improve the work life balance, benefits are key to employee satisfaction. If the safety net isn’t strong, employees may feel the need to build one themselves—through another job.
Keeping Side Hustles Off the Table: How to Support Your Employees
Let’s be real: most employees don’t want to juggle two jobs. They’re doing it because they feel like they have to. The good news? With the right support, your organization can become the place where they grow, thrive, and see a future-no late-night DoorDashing, Etsy shop management, or Uber driving required.
Let’s talk about some ways your organization can help your team feel grounded, valued, and secure.
- Executive coaching. Sometimes people aren’t unhappy—they just don’t have the right direction. Coaching gives executives a clearer vision of their path forward inside your organization, helping them reconnect with their strengths, set goals, and build momentum, ultimately setting your organization up for long-term success.
- Leadership development. High-potential employees who feel overlooked or stuck are some of the first to disengage—or look for something new, whether it’s a side hustle or a new position altogether. Leadership development shows them they’re seen, supported, and invested in.
- Clarity around internal mobility. Many people turn to a side hustle for a sense of ownership over their career or as an opportunity for growth. Creating transparency around advancement, skill-building, and long-term opportunity helps keep that energy in-house.
- Reframing outplacement as retention. Promark’s career transition tools aren’t just for those exiting—they can be a powerful resource for current employees navigating internal moves, role changes, or career reflection.
- Ongoing upskilling. Don’t let your team wonder if they’re being left behind. Giving employees the chance to build relevant, future-facing skills makes them feel more capable, confident, and secure in their future with you. Learn more about upskilling.
The Bottom Line
The rise of side hustles isn’t just a sign of a shifting economy—it’s a signal about way more than that. Your employees are telling you what they need: more security, more growth, more meaning, and more support. If those needs aren’t being met within your organization, they’ll find a way to meet them somewhere else, side hustle or not.
It doesn’t have to be that way. With the right resources in place—executive coaching, leadership development, strategic talent advisory, transparent opportunities for growth, and a genuine investment in employee well-being—you can turn potential turnover into long-term loyalty.
Promark is here to help. Whether you’re looking to empower your team through coaching, upskill future leaders, or provide the kind of support that keeps top talent engaged, we can help you create a workplace where side hustles aren’t necessary—because your people will already feel secure, valued, and excited about what’s next.