Removing the stigma around job sharing

Increasingly, people are seeking a greater level of flexibility and a better work-life balance in their careers. For some, a part-time position may be an avenue to consider for numerous reasons; perhaps to spend more time with their family, take on a voluntary role or avoid an expensive commute.

However part-time work doesn’t fit with all positions. Employers may feel that part-time hours could be impractical or detrimental and employees may be disappointed to find that a part-time role doesn’t carry the same level of strategic responsibility or challenges as their full-time work.

In these instances, sharing a full-time role may offer the perfect solution. 

Job sharing is the practice of two employees sharing one full-time position. It has become less frequent and popular over the years but, as more yearn for a better work-life balance, this could be set to change.

 The practice largely takes two forms:

• In the ‘twin model’ two employees share one full-time position and its workload – they work on the same tasks, on different days of the week.
   
• With the ‘job-split model’, two employees share one full-time position, but not its workload. Employees specialise in different areas of the position’s duties, enabling them to make better use of their individual skill sets.
   

There has previously been some resistance or stigma around job shares, with some believing that sharing a role is conducive to chaos or that sharing your role would somehow make it less rewarding. But in many cases, the opposite appears true. The nature of a job-share requires more organisation, forward planning, and communication rather than less, and arguably more can be achieved with two minds rather than one.

We wish to lift the veil on job-sharing and in this candidate-led market it would be wise for employers to remain open to any options that may help them to attract and retain talent.  Here are just a few advantages:

For employers

• Two for one: when taking on two employees you will gain a broader range of skills and experience, double the ideas and innovation, and have two employees committed to your success. A shared job can also provide workers with opportunities to divide tasks according to their individual skills or interests, leveraging their strengths while avoiding their weaknesses.
   
• Continuity: by having two people employed in the same position, you remove the need for coverage during absences and are likely to experience greater continuity of work. This is the same in the case of one employee leaving – you will be better able to maintain the knowledge and skills of the position. And when you do hire a replacement, you have a ready-made trainer at hand.
   
• Wellbeing: job shares tend to result in less-stressed employees. Those who have a better work-life balance and are happier will tend to be more motivated, take less time off and be more likely to stick around.

Additionally, offering flexibility is key to remaining an attractive employment prospect. Gen Z staff in particular tend to favour work-life balance over other benefits. And as they now make up the largest portion of the workforce, it is a worthy consideration.

What about employees?

• No compromise on career progression: as an employee, you can keep your career heading in the right direction whilst having more time for your personal life, whether that be your family, a hobby or volunteering.
   
• Partner in crime: many of us find it difficult to speak to others about the challenges in our jobs as ‘no one else understands’ but in this case, you have someone who does! A job-share partner not only will share your tasks, but you can also bounce ideas off one another and have a second set of eyes on a problem. Not only can you share the lows but also the highs – you have someone to share your victories with!
   
• More manageable workloads: striking a better balance between your professional and personal life is not only likely to have a positive impact on your mental wellbeing, helping you to avoid burnout but when times are unavoidably busy, two people can cover high workloads far more easily.

Job sharing, however, isn’t for everyone and there are some potential stumbling blocks. For one, there must be clear and consistent communication frameworks in place to ensure that no work is falling between the cracks.

Those sharing the role will need to have a strong professional relationship and be pulling in the same direction which may require some initial calibration. The setup may also call for increased administrative work and additional supervision to monitor two employees instead of one.

Although job sharing may not be appropriate in every circumstance, the point is it shouldn’t be disregarded as a potential option, particularly amid the ever-raging battle for talent. And as economic uncertainty lies ahead, having two motivated innovative individuals in your ranks could make a real difference.

If you need to attract new talent, we are experts in navigating the jobs market and helping you to secure the best candidate around – get in touch with our team today: https://www.robertsonbell.co.uk/