Time bandits: How they are created, why they are tolerated, and what can be done about them

Organizations today own little slack, and they must very carefully manage their resources. In this article, we describe an omnipresent, yet often ignored resource utilization problem whereby some workers abandon certain responsibilities and use the freed-up time to pursue personal interests such as hobbies and side businesses. In essence, these “time bandits” work part-time in exchange for full-time pay. While bandits are a minority among workers, their negative effects are significant and widespread. Specifically, banditry undermines an organization's mission, morale, and productivity, as well as putting stakeholder support at risk. In an effort to address this problem, we offer insights in three areas. First, we identify key causes of banditry, including supervisors not enforcing performance standards, poorly constructed reward systems, and the failure to recognize individual differences when designing jobs. Second, we describe reasons why banditry is tolerated within organizations, such as supervisors' desire to avoid conflict and their fear of being labeled as hypocrites. Most importantly, we offer a set of techniques that can prevent and reverse banditry. These include carefully defining expectations, intervening quickly when the symptoms of banditry appear, reducing bandits' compensation over time, and designing jobs that capitalize on individuals' varied skills and motivation. © 2007 Kelley School of Business, Indiana University. All rights reserved. KEYWORDS