How to say “Politely refer to secondary employment” professionally

“Politely refer to secondary employment”

Say this insteadLV.1 Professional

“I've noticed some shifts in [Employee Name]'s capacity recently. Could we review their current workload and potential external commitments to ensure alignment with our operational expectations?”

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The Anatomy

The chain of dysfunction that forced you to say this.

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The Multiverse

You said one thing. Everyone heard something different.

YOUR INTENT

Flag a performance issue stemming from external commitments before it fully implodes.

YOUR BOSS'S READ

You're trying to offload your problem employee onto HR, or perhaps suggesting *you* need more work.

PM'S READ

Another resource is underperforming. Time to re-evaluate sprint commitments and billable hours.

HR'S READ

An opportunity for a 'constructive dialogue' about work-life harmony and compliance with the 'Ethical Engagement and Productivity Framework.'

How to say "Politely refer to secondary employment" to your boss

Level 1: I've noticed some shifts in [Employee Name]'s capacity recently. Could we review their current workload and potential external commitments to ensure alignment with our operational expectations?

Level 2: Given the demands of our current projects, it might be prudent to gently remind [Employee Name] of our company's policy on secondary employment and its potential impact on primary responsibilities.

Level 3: Considering the recent fluctuations in [Employee Name]'s 'bandwidth,' perhaps we should circulate a memo reiterating the importance of full disclosure regarding external engagements, as per the HR guidelines on 'Optimal Employee Focus and Resource Allocation.'

Level 4: We need to address [Employee Name]'s secondary employment directly. Their external commitments are demonstrably impacting their ability to meet the core requirements of their role here.

Level 5: They work here or they don't.

How to say "Politely refer to secondary employment" to your client

Level 1: We understand that your team members may have diverse professional interests. However, for this project, our focus is entirely on delivering against the agreed-upon scope and maximizing dedicated resource commitment.

Level 2: To ensure optimal alignment and avoid potential conflicts of interest, our contractual terms are structured around the principle of dedicated resource allocation for the duration of the engagement.

Level 3: While we appreciate the broader professional landscape, our service level agreement explicitly outlines the required focus for our assigned personnel, mitigating any 'external distractions' from core deliverables.

Level 4: The performance of our allocated resources is directly tied to their full dedication to this project. Any external employment must not compromise their commitment or the agreed-upon outcomes.

Level 5: You paid for our focus, not their hobby.

How to say "Politely refer to secondary employment" to your coworker

Level 1: I've observed a few instances where your availability for team tasks has been limited. Are there any external factors or commitments we should be aware of that might be impacting your capacity here?

Level 2: To ensure we maintain our project momentum, it's crucial for all team members to be fully engaged. I wanted to check if any external commitments might be creating conflicting priorities for you.

Level 3: Just a friendly reminder that our team's 'Collaborative Output Matrix' relies heavily on consistent resource allocation. Are your other 'ventures' fully aligned with your primary commitments here, as per corporate policy?

Level 4: Your secondary employment is creating noticeable gaps in your contribution to our shared deliverables and is impacting the team's ability to progress efficiently.

Level 5: Pick a lane.

The Decoder's Analysis

Addressing an employee's or colleague's secondary employment can be a delicate but necessary aspect of professional communication. It often arises when there are concerns about a potential conflict of interest, the impact on primary job performance, or adherence to company policy regarding external work. Effectively managing these conversations helps maintain clear boundaries, ensures equitable workload management, and protects the integrity of the team's scope of work.

When to use this

USEWhen an employee's primary job performance has noticeably declined, and there's reason to suspect secondary employment is a contributing factor.

USEWhen clarifying company policy on external employment, especially if a potential conflict of interest arises or is perceived.

USEWhen a team member's availability or commitment to critical project deliverables is demonstrably impacted by external engagements.

AVOIDWhen you have no concrete evidence of secondary employment affecting work, as it can be perceived as intrusive or micromanaging.

Related Deflections

→ How to say “Refer to employment” professionally

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