Encourage Engineers to Build Side Projects

The Counter-intuition

Managers often fear that side projects siphon focus or become an on-ramp to quitting. In practice, the opposite is true: when people can explore ideas beyond the backlog, they channel that energy back into the team.

Interview for Curiosity, I open every interview by asking, “What are you building outside of work?” The answer tells me two things:

1. Intrinsic motivation – they code because they enjoy it, not just for a paycheck.
2. Growth mindset – they embrace learning curves and ship without hand-holding.

Side projects aren't a litmus test for who codes around the clock. They're a chance to wrestle with shipping something you genuinely care about. When you've built your own app, pitched it online and watched adoption stall, you realize how little the code alone guarantees. Candidates who have lived through that cycle bring a grounded understanding of product work.

Four Benefits to the Day Job

• Fresh perspectives – Side hackers experiment with frameworks and patterns we may not yet use.
• Higher engagement – Creative autonomy outside the office spills into on-the-clock problem solving.
• Empathy for the business – Wrestling with pricing pages, AWS bills, and fruitless marketing attempts makes corporate trade-offs relatable.
• Reduced resentment – Supporting outside interests signals trust, which dissolves “golden-handcuff” anxiety.

People stay when they keep learning; they leave when they outgrow you.

Addressing Common Objections

“It will hurt velocity.”

Set clear expectations: ship quality work first, then side projects on personal time. The motivated rarely abuse that freedom.

“IP might leak.”

Use lightweight policies (e.g., anything created off-hours and without company resources belongs to the employee) to avoid gray areas.

“What if they quit?”

They might, but so will disengaged developers who never felt trusted. The goal is mutual growth, not indentured servitude.

How to Champion Side Projects

1. Provide resources – Offer cloud credits or a demo night every quarter.
2. Celebrate wins – Share a Slack shout-out when someone ships an open-source tool.
3. Cross-pollinate – Invite teammates to present lessons learned in brown-bags.
4. Mentor, don’t micromanage – Be a sounding board, not the project owner.

A Virtuous Cycle

When engineers return Monday after wrestling with Stripe webhooks all weekend, they empathize with our product constraints and contribute sharper ideas. Over time the company gains both new skills and a reputation as a place where builders thrive.

Employees are not company assets to hoard; they are professionals on their own journey. By respecting, and actively nurturing, their side hustles, you create a culture that attracts self-starters, retains them longer, and benefits from every experiment they run along the way.