For all you employers out there

[Steve Kownacki]

Keen observation Rich.

I don’t think you can ever get their 100% buy-in to you because many (not all) are not business people. They love the freedoms, the cash (as many don’t get the tax implications of self-employment), they are busy off and on and think they are making money. When things get lean they look for a job, generally have impressive reels, but lack work ethic, commitment and experience being bitched at by a boss.

If they are considering becoming an employee, show them a non-compete while they are employed, not just after they depart.

Steve

[Kylee Pena]

I’m not an employer, but I’m a young editor that has had side projects happening during a 9-5 job so you might find my perspective interesting.

I would not go to work for most employers that had any policy that said I couldn’t keep up side work, if that’s what you’re considering. Besides being a financial necessity sometimes, it’s just a creative outlet to try new things, learn more stuff, and make something you really like. At my previous job, it helped keep me sane and motivated for an employer that otherwise did not try to engage my skills. Sometimes if your employees are waning, it can be a reflection of yor management. Not always, but sometimes.

I think that side work is good and if you’re a good employer it will pay off for you. As long is there is no conflict of interest, of course. But like anything else, if it affects job performance, it’s an issue and should be treated like any other job distraction issue.

Most young editors I know have had to fight really hard to make work happen on their own. It’s not that they don’t want to be bitched at by a boss or they’re lacking work ethic. They’ve just gotten into the habit of being very busy to pay their bills.

blog: kyleesportfolio.com/blog
twitter: @kyl33t
demo: kyleewall.com

[Andrew Kimery]

[Rich Rubasch] ” I have my own ideas but wondering if you have a specific policy you set as to your expectations as you consider a new hire.”

If they are performing at or above expectations does it matter what they do outside of work?

Like Kylee, I do side work to make extra money, get experience I normally wouldn’t get and/or experiment with software/workflows I normally wouldn’t use. It never interferes with my day job (if anything they reap the benefits of extracurricular ‘training’ they didn’t pay for).

I guess if you don’t want employees to have side gigs pay them a lot and make sure they are always working on projects they find interesting.

My advice is to roll with it and not make it an issue unless their work with you is being negatively impacted by it. I worked at one company for 5 years and our post supervisor was very cool with us doing side gigs as he knew the day job wasn’t the end all, be all of what we wanted to accomplish as editors. Pretty much the whole time there I had side gigs but they never negatively impacted my work (once he even let me shuffle my schedule around for 3 months and I basically worked for him full time and on a documentary full time). If side gigs would’ve been ‘banned’ I would’ve left that job after 6 months.

[Tim Wilson]

[Kylee Wall] “Most young editors I know have had to fight really hard to make work happen on their own. It’s not that they don’t want to be bitched at by a boss or they’re lacking work ethic. They’ve just gotten into the habit of being very busy to pay their bills.”

Great point. Taking on extra jobs should not be considered synonymous with laziness.

I also like your point about side work being a creative outlet. Sure, your employees shouldn’t be working directly for competitors, but otherwise, there’s a culture of 24-hours working that I think older bosses *cough*my age*cough* don’t understand. It’s why social media has grown. Asking kids to stop what they’re doing isn’t just impractical, it’s impossible.

The best solution of all is to keep them so engaged that they don’t need other creative outlets, and pay them enough that they don’t need a second job.

They’re still going to want to do side work, but at least you’ll have done your part. 🙂

Tim Wilson
Creative COW
I don’t need a link to that in my sig

[Walter Biscardi]

[Rich Rubasch] “How do you address these youngsters with a career already in progress who also want a full time gig? I have my own ideas but wondering if you have a specific policy you set as to your expectations as you consider a new hire.”

As long as they’re not doing work for a direct competitor, I have no issues with it. Keeps them creative, they can try out and learn things if they’re working on different kinds of projects and bring that knowledge back to our shop.

I even let them use my shop on their own time if they want to. That IS a company policy.

Sometimes they need some help with the projects and then we can bring that element of the work into the shop.

Walter Biscardi, Jr.
Editor, Colorist, Director, Writer, Consultant, Author, Chef.
HD Post and Production
Biscardi Creative Media

Southeast Creative Summit, Returning in 2014!
Foul Water Fiery Serpent, an original documentary featuring Sigourney Weaver. US & European distribution by American Public Television
MTWD Entertainment – Developing original content for all media.
“This American Land” – our new PBS Series.
“Science Nation” – Three years and counting of Science for the People.

Blog Twitter Facebook

[John Davidson]

I’m with Walter on this. We actually had the conversation about it this week with the team. If they want to get some side work, as long as it doesn’t affect our 9-5 work, they can use our facilities nights and weekends to make whatever they want. The rules are, don’t use anything copywritten that we’ve paid for and don’t keep your personal stuff on our servers. Our insurance will not cover these projects, so that needs to be clear. Other than that, have fun.

Walter, we may have similar past experiences working for CNN in regards to this. The best thing about working there was was using those facilities for personal stuff during off hours. It helped make up for low pay!

John Davidson | President / Creative Director | Magic Feather Inc.

[Bill Davis]

If you’re an employer, it sucks. But look around. What’s you’re “brand” as an employer look like in 2014?

How many stories have you seen in the public consciousness where an employer has stood up and protected or reflected the value of their employees? Now compare that to the number of stories you’ve seen where employer after employer has their full time employees literally collecting public assistance benefits in order to survive?

During the economic downturn, companies, large, medium and small shed staff RUTHLESSLY. I totally understand that might have been necessary in order to financially survive, but can you honestly blame all those displaced workers from feeling that “employers” as a class have little concern for the workers that drive their enterprises?

A huge theme running around global society is the whole 1% meme. Corporate profits solidly up. Owners doing great. And, so, in general public thinking, those in economic decision making seats are seen as protecting the interests of the ownership class and squeezing every dime possible from workers in the front line seats.

I’m not saying that thinking is always accurate or fair or warranted, I’m saying its a STRONG public perception animated by the past few years where those with significant resources went into a “capital preservation” mode, and didn’t give much thought to showing their human resources the type of employer loyalty and generosity that builds in an individual a desire to become a “company player.” Raises? Forget it – it’s a crappy economy – then a few days later the company announces profits are up. You think employees don’t see that? Again and again and again?

If you’re a wall street journal reader you can talk about how that profit performance makes the cost of capital lower and keeps the engine going all you like – but all the people on the line see is that Milk is up 5% TWICE and they haven’t seen a raise in 36 months.

As the economy continues to improve, bosses are going to have to contend with this.

The people who do the work in the trenches will likely NEVER have the loyalty to their employers that prior generations did.

And in some ways, that’s the direct result of how business owners and decision makers have conditioned them to see things.

Chickens coming home to roost a bit?

My 2 cents.

Know someone who teaches video editing in elementary school, high school or college? Tell them to check out http://www.StartEditingNow.com – video editing curriculum complete with licensed practice content.

[Mads Nybo jørgensen]

Please allow me to play the Devil’s Advocate here:

As much as I am all for people in the team being eager and getting experiences from other work, I am also concerned about suddenly finding a employee or freelancer suddenly being a direct competitor – that has happened, and sadly is likely to happen again.

However, if an employee works for 40-50 hours a week and then goes off to do other work, then there this does raise the issue about that employee being tired and not able to give you and your clients their best?
Insurance wise, it also raises the questions of an employee driving on a job whilst being to tired to do so – who is liable if there are an accident?
Or the editor developing repetitive strain injury (a recognised disability) whilst putting in 18 hours editing shifts for you, and other activities.

As one very bright person told me a long time ago: “Your employees problem is not their problem (personal or otherwise), it is your problem whether you like it or not”.

There are no black and white with this one and in particularly with a new younger generation of work-force, whose expectations to work is very much different to what the previous generation(s) grew up with. But there is an aspect of you making clear your expectations, whilst being approachable and thereby being able to mentor (manage) any moon-lightening without getting a nasty surprise.

All the Best
Mads

@madsvid, London, UK
Check out my other hangouts:
Twitter: @madsvid
https://mads-thinkingoutloud.blogspot.co.uk

[Bob Zelin]

Hi Rich –
this is just my opinion. You want the talented young guy to come work for you. And be completely focused on your business. Goal – to make YOU money. Do you offer full medical benefits to these guys at work. When they do fantastic work, to you financially reward them extra money ? When they learn on their own new programs, virtual sets, etc. that they did on their own time, and show you these skills, and you SELL THESE TALENTS AND SERVICES to your clients – do you financially reward them for this ? I bet if you did, they would have great loyalty to you, because paying people MONEY makes them very loyal. When you use their new skills to make yourself more money, that makes them ANGRY, and want to say “screw this guy”.

This is my background when I was a young guy in the stone age. I worked very hard, and did all kinds of crazy overtime, and learned all kinds of things, and never got paid overtime, while others on the same crew would get more overtime, and would get more money. What my employers at the time did get was my hard work for free. What I got was EXPERIENCE, and anger, that wanted me to simply make the kind of money that I felt that I deserved. You may say “but that is what having a full time job is – I have to worry about meeting payroll, not you”. But “they” see only the money. They don’t see the unemployment insurance, the disability insurance, the employers contribution to social security, the rent, the equipment expense. All they see is that you are billing XXX for their services, and they are coming home with a tiny paycheck. They learn new skills on their own time, and you get to keep all the money.

Want to keep this talent around, and prevent them from ultimately screwing you. Pay them accordingly.

Bob Zelin

Bob Zelin
Rescue 1, Inc.
maxavid@cfl.rr.com

[Rich Rubasch]

Good stuff all. We pay better than anyone around our parts. I do worry about general burnout. Having to cut all day then head home to cut some more is not a great creative outlet. Heading out to a play or museum or to play shuffleboard or outdoor volleyball is.

I pay health benefits, have an employee IRA plan and pay a great wage. So as I consider these young new talent, I also see that they have a personal gig going and was wondering if anyone else considered how it might affect a new hire’s longevity and if it mattered.

This happens because the gear and software is so readily available too. Much more so than when I started, so in our industry it is more about access than just some societal shift.

I agree…keep them doing work they enjoy and perhaps they give up the side projects to take a ceramics class instead as their outlet. Better for both of us in the long run.

Rich Rubasch
Tilt Media Inc.
Video Production, Post, Studio Sound Stage
Founder/President/Editor/Designer/Animator
https://www.tiltmedia.com