The phenomenon of job sharing is a solution that provides flexibility to employees wishing to spend more time with their families… It even improves employee retention. An overview.
A recent phenomenon
The last few years have seen the rise of a new way of doing business: what is commonly known as “job sharing.”
This is what happens when two or more employees share a single full-time workload, dividing days or even weeks amongst themselves.
It is not exactly a part-time job. Rather, job sharing is a flexible time-management program where employees working in equivalent positions share responsibilities. It is up to the employees to ensure the progress of the duties. In the event of an absence, one or more of the group’s employees are called in to replace that absentee as to not slow down the workflow.
Pluses for employers…
The benefits of job sharing abound. It becomes especially easier for companies to recruit qualified candidates that are not available full time. We also notice a better employee retention, satisfied of being offered such an alternative. Absenteeism and delays can also improve due to the increased flexibility available to workers.
A lower turnover rate also brings with it company stability, enabling business processes to be fully executed. Whatever the sector a company operates in, this has the potential to make it more competitive.
Employers who use job sharing have at their disposal a pool of qualified employees who may be open to fill some specific needs, part or full time, for short periods.
Should a regular employee become unexpectedly absent, the employer can quickly react without affecting productivity, having access to a bank employees already trained in the organization’s business processes.
And even more… for employees
For employees, the work-family balance is much easier. They can devote more time to their family and personal responsibilities.
We can also expect an increase in the productivity of employees sharing a full-time job.
When issues arise, employees assigned to the same position collaborate together in order to solve problems more creatively, bringing a sense of cohesion and pride within the team. In turn, this type of high-performing team generally proves beneficial to the company.
In contrast, job sharing may request more supervision time. Communication issues could also arise from job sharing, some tasks falling between two projects. Planning training or meeting sessions can also be complicated, as individual schedules vary within this floating team.
Nevertheless, the employer who uses job sharing demonstrates openness. This is tangible proof that times are changing and he is willing to adapt to the needs of his employees.
That said, job sharing is still in its beginnings. Only the future will tell whether this is a model that will last. Who knows, it may even one day outshine the old “9 to 5”…