Job-sharing has advantages for all
ANITA and Terri share a workstation. They also share the same job title. Hence, they also share the same responsibilities, and work for the same boss. And yes, they share the same job! Both Anita and Terri work as executive assistants to the Vice-president (HR) of an international human resource consulting firm based in UK.
In today's busy world where most of us are struggling to divide our attention between work and family, leave alone find time for ourselves, job sharing could well be key to finding the right balance between both worlds.
When Anita had a baby a little more than a year ago, she found herself at a crossroads. `I wanted to work, but even with family support, I realised there was no way I could work nine to ten hours a day, six days a week.' Anita finally decided to approach her boss about the prospect of going part-time. As it turned out, her boss was more than willing to accommodate her changed circumstances and allow her to work flexitime, as long as work did not suffer. He suggested that she try out a job share arrangement with Terri, who was then undergoing a two-month internship with the company. "It was the perfect alternative. Now I have the best of both worlds," says Anita. As for Terri who is pursuing her MBA in HR, part time, this proved an ideal opportunity to gain valuable work experience, while studying. They now work three days a week each. And because both want the experiment to succeed, they say they go the extra mile. `If job sharing has to work, the communication must be seamless' is Terri's observation. `We are a close- knit team, and we ensure that we are constantly in touch with each other and with our boss, both over phone and in person.'
Job sharing is a viable option whether you're hassled, overworked and stressed out, just starting out or thinking of returning to the workforce after a hiatus. Job sharing offers many benefits to companies simultaneously meeting employee needs.
The first step when considering the option of job sharing is to determine its suitability to you. Some jobs are more suited to job sharing or job rotation than others. Similarly, some people are more comfortable working in a team and sharing responsibilities than others. Seamless communication, understanding, co-operation, trust and team play are imperative for the success of job-sharing. So if you feel you are overly competitive, or insecure, you're better off in some other type of part-time arrangement.
Finding the right partner is the most important aspect of a successful job share arrangement. Find someone who complements you, both in terms of abilities as well as method followed.
Not only do you need someone with the right skills and experience, the partners should be willing to share the work. They shouldn't get proprietary or monopolising, be able to communicate well, and like teamwork.
As job sharing implies working on the same task at a different time, ensure that the partner is comfortable regarding the work division.
Prepare a persuasive proposal to convince your boss about of the benefits of job sharing. The proposal should be seen as a discussion document that can be changed or modified post discussion.
The written job sharing proposal should not only state the overview of the benefits of job sharing and reasons for restructuring the job, it should also include a proposed work plan and schedule. With the approval of the boss you should first have a trial period.
Employers too can benefit from such an arrangement. It is a good retention strategy and allows better utilisation of available human resources.
Moreover they can build a surplus pool of talent that can step in immediately to fill future vacancies. From the employee's point of view, it can help them balance their work and personal responsibilities.
With so many things going for a flexi-job share arrangement, it shouldn't be too hard to convince your employer to give it a try.
Job-sharing is not as simple as it sounds. It takes a lot of communication, coordination and strategising.
Learn how to deal with the day-to-day challenges of sharing your position. For example, should you work interchangeably and perform the same tasks? Should you divide your caseloads so that each of you work on different projects and with different clients? Or should you perform separate tasks according to your own strengths and skill sets? It is important that both clearly understand and work out responsibilities to avoid any misunderstanding or conflicts.
The best thing about job-sharing is its flexibility. It can be adapted to a variety of circumstances, because arrangements are individually designed to suit the needs of the organisation, the job sharers and the nature of the job.
As a final word, do remember that job sharing may not work for everyone. However, for those whose circumstances call for personal attention at home and when the need to continue working is strong, the option is indeed viable. Successful job-sharing stems from sound planning and policy, good management, and commitment from both job-sharers and management.
It will work only when everyone involved sincerely wants it to.
BINDU SRIDHAR
faqs@cnkonline.com
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