How Job Sharing Can Work for You
You’ve got a handful of employees you really value, who want to leave - not to take up another job, but to do more with their lives. They like to work for you too, but are simply unable to find time for other things like family, leisure and different pursuits, and have therefore decided to choose one over the other. But it need not be that way. By implementing a job sharing Job Sharing: Two Heads Are Better than One (Making It Happen series) (Paperback)
by Mary O'Hanlon (Author), Angela Morella (Author) arrangement, both employers and employees can find a simple solution to their problem.
A job sharing arrangement involves splitting one person’s job in two, such that any one of them works on it at any given time. It has some obvious advantages such as:
• Giving employers a chance to retain employees who want to work lesser hours
• Making more than one person proficient at a task - thereby reducing the risk of work disruption should an employee not be available/leave
• Improved productivity – less stressed employees are happier and perform better
Naturally, job sharing Job Sharing: Two Heads Are Better than One (Making It Happen series) (Paperback)
by Mary O'Hanlon (Author), Angela Morella (Author) comes with its share of potential problems too, which can go out of hand, if not attended to.
Job sharing can result in neither person feeling responsible for a task, if the rules are not laid out properly. You don’t want a situation where you don’t know who’s in charge, or one in which each person blames the other for any mishap. Nix this right at the start. A few hints:
• Put the individual responsibilities in writing (if the job can be split that way). This will also prevent any inadvertent duplication of work
• Insist on a “handover” routine at the end of each shift
• Get the employees to agree to be available on the phone during off hours, so that you can contact them during an emergency
Other full time employees might have trouble dealing with the schedules of their colleagues who share jobs. In case their functions are interdependent, this might create some confusion – for example, a sales executive might want some information from a colleague in customer service, but does not know whom to ask!
Fortunately, this issue is also easily resolved. Circulate a weekly schedule about the shifts allocated to different people. Send reminders when necessary, and updates whenever there’s a change. Timely information and planning will take care of most requirements.
If two people who are not well matched in skills job share, it could lead to disaster. Make sure you hire equally capable and dedicated people so that one person is not spending time undoing the mistakes of the other.
A job sharing Job Sharing: Two Heads Are Better than One (Making It Happen series) (Paperback)
by Mary O'Hanlon (Author), Angela Morella (Author) arrangement might cost a bit more, since hourly rates for part time work are typically higher. Make sure that the benefits arising out of increased productivity and employee retention outweigh the costs of higher compensation for job sharing.
Despite the drawbacks, job sharing can really work to the advantage of all parties concerned, provided they are committed to the cause. You need to make sure that not only does everyone want to make the arrangement work, they also know how to.
Job Sharing: Two Heads Are Better than One (Making It Happen series) (Paperback)
by Mary O'Hanlon (Author), Angela Morella (Author)
This guide to overcoming the obstacles and issues of job sharing covers everything from personal and professional benefits to the economic benefits of such an arrangement for the employer. Included are anecdotal stories about how to successfully allot time and responsibilities while sharing a job, how to find a compatible job-sharing partner, and how to cope with the day-to-day challenges of distributing tasks.
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