Is the traditional 9-5 work model in America over? According to a large number of workers, it is. Polyworking, the practice of simultaneously working for various companies, has increasingly appealed to many employees seeking to diversify their professional focus and efforts beyond a single job.
A single income is often insufficient for many American workers today, so they are taking control of the future of their careers by holding multiple positions. When faced with financial uncertainty and economic changes, professionals are choosing to pursue employment across multiple organizations to increase earnings.
This article explores the growing trend of polyworking among workers in the U.S. and its potential impact on HR.
How Polyworking Is Reshaping the U.S. Workforce
Recent years have brought workers low wages, increased living costs, economic uncertainty, and widespread layoffs reaching 205% in March. To regain control over their finances and careers, many professionals are turning to polyworking. This work arrangement constitutes an individual who is employed by multiple businesses or holds more than one role within a company.
Polyworkers openly work in various roles, multitasking between several employers throughout their day. This working model is only feasible with remote working settings or part-time scheduled hours to execute the responsibilities of a second or third job.
Polyworking is not a new concept; before its widespread usage, workers practiced moonlighting, a similar concept based on working multiple jobs; however, it differs in execution.
Moonlighting refers to secretly holding a second or third job, usually outside regular working hours. Moonlighting positions are often within the same industry as the primary job or even direct competition, which raises concerns about intellectual property or loyalty.
Why Are Workers Choosing Poly Employment?
Polyworking enables workers to upskill and diversify their income. This flexibility allows them to better prepare for potential layoffs or unexpected job loss.
Many pursue this by taking online courses, joining mentorship programs, starting side projects, or taking on additional roles—all of which help future-proof their careers.
The economic climate has influenced 47% of American workers to choose dual employment over a single position. According to Monster survey findings, among 700 U.S. workers included in the research:
49% claim to work at one full-time job and another part-time job.
28% are employed in several part-time positions.
12% of workers have more than one full-time job.
68% of the studied U.S. workers identify the top reason for actively pursuing polywork as the need for an extra source of income. The study also revealed that among the individuals who were not participating in working multiple jobs, 59% expressed a willingness to work more than a single full-time job and join the trend.
Before committing to dual employment, many workers often start by dedicating time and energy to side hustles. Data from Academized shows more than 52% of polyworkers have additional ‘hustles’ to supplement their income.
The financial cushion these passion projects bring U.S. workers is sometimes more than their monthly salaries, encouraging many individuals to either choose to make the side hustle their sole income or work two or more positions at once.
Key drivers behind polyworking include:
The need for supplemental income.
Working multiple jobs means receiving income from multiple sources. This offers polyworkers financial security; if they lose one job, the other will continue to provide a steady income stream to cover living expenses, pay off debt, build savings, and achieve financial goals.
A desire for financial independence.
Through diversifying income, polyworkers reduce their reliance on a single employer. Suppose they are not secure in their primary positions. In that case, the other alternative jobs provide a safety net, mitigating the risk of economic hardship, such as rising inflation and the cost of living.
Opportunities for skill development.
Balancing various roles, especially in different industries or roles, allows for the development of a diverse skill set that aids in future career prospects. The increased experience and skill make them marketable and eligible for more opportunities when seeking further employment.
Greater autonomy and fulfillment in their careers.
Most side hustles begin with individuals pursuing their passions and interests, some turning their hobbies into profitable careers. The variety of tasks and challenges across different roles leads to a stimulating and engaged professional life, ultimately providing better autonomy over their career paths, where they can sample different industries without fully committing or abandoning primary jobs.
With a second or third source of income and additional skills acquired, workers can alleviate concerns over financial insecurity or swiftly change careers or positions if needed.
How HR Can Adapt to the Rise of Polyworking
Polyworking employees present both promising opportunities and challenges for human resource departments to navigate.
At first glance, hiring polyworkers may seem disadvantageous to businesses, as they may not receive full-time focus or exclusive commitment, but there are a few benefits that present themselves when an organization chooses to employ a polyworker. They can:
Improve the talent pool within the organization.
Bring creative innovation that contributes to the success of the company.
Easily adapt to fast-paced business environments.
Provide companies with a competitive edge that attracts like-minded top talent.
As individuals embrace multiple roles, HR needs to adapt its strategies and policies to accommodate these workers and navigate this evolving landscape. To effectively provide a smooth transition beyond traditional work models, companies need to consider these best practices:
Practicing clear communication.
Develop transparent guidelines on disclosure, conflicts of interest, confidentiality, and expected availability. Clear communication is essential for effectively managing polyworkers’ responsibilities. To this end, employ communication platforms such as Slack, Microsoft Teams, or email to manage expectations and avoid ambiguity.
Create a trust-based culture.
Establish a welcoming work environment that prioritizes outcomes over task tracking and monitoring tools. Micromanaging polyworkers might present a lack of trust towards employees, resulting in harm to morale and decreased performance.
Implement performance-based outcome metrics.
Base employee performance on quantifiable outcomes and not set time or traditional working hours. This approach ensures polyworkers are held accountable for their contributions, regardless of their diverse work activities.
Conduct risk assessments.
Consider the risks associated with polyworkers, including increased potential for burnout, data breaches, and diminished engagement. Evaluating risk identifies vulnerabilities that companies can prepare for and mitigate if needed.
Conclusion
Polyworking is no longer a fringe behavior—it’s becoming a defining trend in today’s workforce. For employers, this shift signals a need to evolve workplace policies, prioritize performance over presenteeism, and foster flexibility to retain top talent. Polyworking for individuals represents a multifaceted approach to career development, financial stability, and personal fulfillment. It’s the answer many workers gravitated towards amidst rising layoffs and economic uncertainty, influencing job security. However, it also demands that employers re-evaluate the fundamentals of traditional employment and management of employees. To fully adapt to and accept polyworking employees, organizations need to foster a culture of transparency, trust, and flexibility.
