Job sharing ■
Job sharing is when two employees do the work of one, splitting hours and responsibilities. Beyond this definition, lots of arrangements for splitting the work are possible.
Since Kathy wants to stay in her career and has some financial security, job sharing might be a good fit for her. Although job-sharing is one of the least common types of scheduling arrangements used today (it's only offered by 13 percent of employers), it's a unique way to reduce your hours without losing status or position in your company. Since two people fill one position, the job responsibilities, salary, and promotion opportunities are the same as they would be in a full-time position--they're just split between two people.
While it's true that few companies advertise a job opening as a "potential job share" or officially allow current employees to job share, it may be because they simply haven't considered it. If you can make a convincing business case, your manager might be more open to the idea than you think.
Happy workers mean happy employers. Job-sharing offers several advantages to those who are willing to try it:
Advantages:
Many managers new to job sharing aren't sure how such an arrangement can work. Since job sharing is so unfamiliar, some managers might worry that it will cause them extra headaches. If you want to increase your chances of your job sharing proposal being accepted, reduce your manager's workload as much as possible by laying out exactly how you'll make it work smoothly. Don't expect your manager to tell you how to do it. In most cases, job share candidates usually decide the arrangements themselves. And several factors increase the probability of success:
Success Factors:
One Microsoft study showed that the average American is unproductive for 16 of the 45 hours in a typical workweek. This is partly because productivity decreases the longer an employee works. So job share partners who work between 20 and 30 hours per week can be more effective than full-time workers, since each partner works fewer hours and brings more energy to his/her work. And for parents like Kathy, splitting her job with another worker means that she can get more done, both on the job and at home.
Since Kathy wants to stay in her career and has some financial security, job sharing might be a good fit for her. Although job-sharing is one of the least common types of scheduling arrangements used today (it's only offered by 13 percent of employers), it's a unique way to reduce your hours without losing status or position in your company. Since two people fill one position, the job responsibilities, salary, and promotion opportunities are the same as they would be in a full-time position--they're just split between two people.
While it's true that few companies advertise a job opening as a "potential job share" or officially allow current employees to job share, it may be because they simply haven't considered it. If you can make a convincing business case, your manager might be more open to the idea than you think.
Happy workers mean happy employers. Job-sharing offers several advantages to those who are willing to try it:
Advantages:
- keeping two employees who might quit without this type of flexibility
- twice the talent and skills, which can help each member of the team specialize in what he/she does best
- each partner is responsible not just to management, but to each other, increasing the incentive to do well
- one can cover for the other in case of emergency or vacation
- each partner is more likely to take care of personal needs (doctor appointments, car repair, etc.) during time off rather than normal work hours
- job sharing increases productivity up to 30 percent and reduces turnover.
- reducing job stress and burnout--job satisfaction and job retention is higher among job-sharers.
Many managers new to job sharing aren't sure how such an arrangement can work. Since job sharing is so unfamiliar, some managers might worry that it will cause them extra headaches. If you want to increase your chances of your job sharing proposal being accepted, reduce your manager's workload as much as possible by laying out exactly how you'll make it work smoothly. Don't expect your manager to tell you how to do it. In most cases, job share candidates usually decide the arrangements themselves. And several factors increase the probability of success:
Success Factors:
- two compatible job sharing partners--it helps if the candidates are heavily involved in the selection process
- clear standards to measure job performance
- joint email and voice mail accounts, and any other devices necessary to ensure smooth communication
- a mature perspective, which means that neither becomes territorial about his or her own work
- a weekly overlap day where both partners work together and communicate about their tasks
One Microsoft study showed that the average American is unproductive for 16 of the 45 hours in a typical workweek. This is partly because productivity decreases the longer an employee works. So job share partners who work between 20 and 30 hours per week can be more effective than full-time workers, since each partner works fewer hours and brings more energy to his/her work. And for parents like Kathy, splitting her job with another worker means that she can get more done, both on the job and at home.
