Four Factors to Consider When Choosing a Side Hustle

The gig economy has forever changed the way people work. Defined as a labor market that depends heavily on independent contractors and freelancers, gig economies fill labor needs via temporary and part-time positions as opposed to permanent full-time employees. For those who are dissatisfied with their professions, or looking to make some extra cash on the side, it is very tempting to enter the gig economy. In fact, it is quickly defining the ways people work today.


In 2017, a
CareerBuilder survey found that 32% of American workers had at least one part-time job (sometimes described as a side hustle) on top of their regular employment. In 2022, however, this number has grown to over 45%. Although the average monthly income from this work is only $483, the global gig economy is expected to reach a worth of $455 billion by the end of 2022. In short, the growth of the gig economy, has made side hustles a viable supplement for many workers. But what does this mean for you?


A Hustle on the Side

Although a side hustle might appear to be a no-brainer, it is a decision that you must carefully consider, just as you would your career. Next, we will delve into some of the advantages and disadvantages to side hustles, so you can make the best decision for your life as well as your income. Here are the top four considerations you should make before looking for another gig:


1. Monetary Benefits 

While it can be tempting to get swept up in the excitement of extra income, it is important to consider just how profitable this side hustle is likely to be. What are your operating costs? Are you using your own equipment—have you factored in repairs? Additionally, you will need to consider any added tax costs or benefits; it can really go either way, depending on the gig!


2. Workability 

Simply put: some jobs are more flexible than others. One question you should consider is how workable will this side hustle be for you? Factors like the amount of extra work you are taking on and how these new hours will fit into your schedule will drive your side hustle decision. For example, a side hustle like house-sitting gives you flexibility in the short-term; however, it also places you at the whim of other people’s plans. If your potential side hustle requires you to reset all your alarms, it might be wise to find a different gig!


3. Quality of Life 

It may sound basic, but when taking on any extra responsibility, consider your own personal enjoyment. One enormous potential benefit to choosing a side hustle is doing something you enjoy that is separate from your full-time job (e.g., Do you like driving? What about walking dogs?). Similarly, if you think that a side hustle, lucrative as it might be, will hamper your quality of life, you might want to go in a different direction.


4. Changes to Way of Living

When choosing a side hustle, you very well might be choosing a different way of life. Although it is possible to monetize a hobby you are already doing, a new hustle will most likely require a fundamental shift to your current schedule and daily routine. These potential changes ought to be a serious factor in your decision. If you think that the new gig will put stress on your other work, that could be a real reason to reconsider.


Opportunities Cost!

To sum it up, a side hustle can be both an opportunity for growth and a financial necessity. But all side hustles are not created equal! Nor are they a “one size fits all” sort of job. It is crucial that you do your due diligence to make sure a side hustle is the right decision for you. Remember: do not lose out on any opportunity costs, but recognize that some opportunities are not worth the cost!

Recent Posts

By David Collier September 3, 2025
Summer has officially wound down, and as we step into September, the clock already started ticking for 2026. For executives, boards, and senior leaders, this is your moment to pause and ask a critical question: Do we have a clear, actionable plan to guide our organization into the next fiscal and calendar year? If you haven’t started, you’re already behind. The Cost of Waiting Markets are moving faster, technological innovation is reshaping industries daily, and the competitive landscape is anything but forgiving. Thriving organizations are the ones that anticipate disruption, set direction early, and align resources to execute with discipline. When companies delay annual planning, three things typically happen: Teams get stuck in reactive mode instead of proactively driving strategy Investments drift without clear ROI measures. Leadership spends more time putting out preventable fires instead of building sustainable growth. Why the Work Starts in September Annual planning is not a “December activity.” By then, budgets are frozen, priorities are locked, and the opportunity for bold shifts passed long ago. September is when leaders should start shaping the Goals, Objectives, Strategies, and Tactics that define the Annual Operating Plan. Done right, this process brings: Clarity and focus – align executives, boards, and staff on what matters most. Scalability and efficiency – ensure processes and structures keep pace with growth. Confidence in change – provide the roadmap needed to navigate transformation with control and measurable success. Where Many Organizations Struggle Whether you’re a rapidly scaling startup, a mature enterprise, or a mid-market company juggling priorities, the challenges are often the same: No formal plan to guide business activity for the next 12–24 months. Difficulty prioritizing “the right things” amid competing demands. Frustration when large, complex initiatives underdeliver on expectations. Teams overworked but misaligned, with unclear visibility into progress. Practical Tips for Executives and Boards While every organization’s journey is unique, here are a few starting points: Start with the end in mind. What do you want 2026 to look like? Work backwards to define the steps. Bring in diverse perspectives. Boards, executives, and front-line leaders all see different parts of the business. Focus on agility, not just control. Build room for flexibility so your plan evolves as the market shifts. Don’t reinvent the wheel. Mature organizations often need fine-tuning, not reinvention—whereas growth-stage firms may need help building structure for the first time. How Amplify Helps At Amplify, we partner with leadership teams to design operating plans that are not just theoretical, but actionable. Our blend of strategy, operations, and transformation expertise allows us to meet organizations where they are—whether you’re defining your first framework or refining a well-established planning cycle. The question isn’t if you’ll need a 2026 plan. The question is how ready will you be when the new year arrives? If your organization hasn’t started, the best time to begin is today.
By Matt Trembicki March 26, 2025
Talent is the single biggest factor in whether a high-growth company thrives or stalls. As companies scale, the challenge shifts from just hiring quickly to hiring the right people who can grow with the business. At Amplify Resources Group, we’ve seen firsthand how hiring missteps can slow down even the most promising companies: Bad hires cost companies 30% of annual salary in lost productivity and rehiring costs. Hiring delays can set growth targets back 6-12 months. Companies that don’t hire for future needs end up in constant reactive mode , always playing catch-up. So, how do you build a scalable and future-proof talent strategy? Here’s our 4-step framework to help high-growth companies hire, develop, and retain the right people for sustainable success.
By Amplify March 24, 2025
Implement the ASTRA Framework: A mplify S trategic T argeted R esource A cquisition
Show More

Recent Posts

By David Collier September 3, 2025
Summer has officially wound down, and as we step into September, the clock already started ticking for 2026. For executives, boards, and senior leaders, this is your moment to pause and ask a critical question: Do we have a clear, actionable plan to guide our organization into the next fiscal and calendar year? If you haven’t started, you’re already behind. The Cost of Waiting Markets are moving faster, technological innovation is reshaping industries daily, and the competitive landscape is anything but forgiving. Thriving organizations are the ones that anticipate disruption, set direction early, and align resources to execute with discipline. When companies delay annual planning, three things typically happen: Teams get stuck in reactive mode instead of proactively driving strategy Investments drift without clear ROI measures. Leadership spends more time putting out preventable fires instead of building sustainable growth. Why the Work Starts in September Annual planning is not a “December activity.” By then, budgets are frozen, priorities are locked, and the opportunity for bold shifts passed long ago. September is when leaders should start shaping the Goals, Objectives, Strategies, and Tactics that define the Annual Operating Plan. Done right, this process brings: Clarity and focus – align executives, boards, and staff on what matters most. Scalability and efficiency – ensure processes and structures keep pace with growth. Confidence in change – provide the roadmap needed to navigate transformation with control and measurable success. Where Many Organizations Struggle Whether you’re a rapidly scaling startup, a mature enterprise, or a mid-market company juggling priorities, the challenges are often the same: No formal plan to guide business activity for the next 12–24 months. Difficulty prioritizing “the right things” amid competing demands. Frustration when large, complex initiatives underdeliver on expectations. Teams overworked but misaligned, with unclear visibility into progress. Practical Tips for Executives and Boards While every organization’s journey is unique, here are a few starting points: Start with the end in mind. What do you want 2026 to look like? Work backwards to define the steps. Bring in diverse perspectives. Boards, executives, and front-line leaders all see different parts of the business. Focus on agility, not just control. Build room for flexibility so your plan evolves as the market shifts. Don’t reinvent the wheel. Mature organizations often need fine-tuning, not reinvention—whereas growth-stage firms may need help building structure for the first time. How Amplify Helps At Amplify, we partner with leadership teams to design operating plans that are not just theoretical, but actionable. Our blend of strategy, operations, and transformation expertise allows us to meet organizations where they are—whether you’re defining your first framework or refining a well-established planning cycle. The question isn’t if you’ll need a 2026 plan. The question is how ready will you be when the new year arrives? If your organization hasn’t started, the best time to begin is today.
By Matt Trembicki March 26, 2025
Talent is the single biggest factor in whether a high-growth company thrives or stalls. As companies scale, the challenge shifts from just hiring quickly to hiring the right people who can grow with the business. At Amplify Resources Group, we’ve seen firsthand how hiring missteps can slow down even the most promising companies: Bad hires cost companies 30% of annual salary in lost productivity and rehiring costs. Hiring delays can set growth targets back 6-12 months. Companies that don’t hire for future needs end up in constant reactive mode , always playing catch-up. So, how do you build a scalable and future-proof talent strategy? Here’s our 4-step framework to help high-growth companies hire, develop, and retain the right people for sustainable success.
By Amplify March 24, 2025
Implement the ASTRA Framework: A mplify S trategic T argeted R esource A cquisition
Show More