| I don’t feel like there’s enough information here to truly give actionable feedback. If I understand correctly, you’re currently not an employee but an independent contractor for this company ? (Not a contract hire?) You’ve started your own business in a totally unrelated field? Regardless of the specifics, I will tell you my first knee-jerk in an organization is to worry about how that will impact the persons time/performance. Personally, I have a policy of supporting employees, even at times where it may not instantly help the organization. (I e, I knew an employee would be departing but still made sure we paid for a training program that was relevant to their existing and new role…) The answer of what to share in this case sounds like it entirely hinges upon the institutional ethos, and your interpersonal relationships there. By not sharing, and they find out, will that cause bridges to be burned? Conversely, by sharing, will you burn bridges? If you’re planning to ween yourself off of your day job, what does that look like, and how will you communicate that? |
Agree this is a vague question but suppose I'm just trying to navigate the overlap of personal/professional relationships. "Day job" has offices in the location where I live and I go in a few days a month but ultimately work-from-home. I have some personal relationships with current "day job" coworkers and would like to burn as few bridges as possible. Additionally it's possible current coworkers may turn into clients (or referrals) at "concrete company" in the future.
If possible (barring layoff or unforeseen events) would like to work one day less at "day job" for every one day worked at "concrete company". I would communicate this by expressing my need to work less hours.
I am a contract hire through an agency, not independent.