Job Sharing in Part-Time Positions

Why are so many HEIs still fixated on full-time roles at senior levels? The assumption that responsibility must equal 1 FTE is outdated and limiting. By dismissing job shares or part-time arrangements, institutions are missing out on: ✅ Continuity ✅ Two brains for the price of one ✅ Complementary skill sets ✅ Built-in cover ✅ Cost-efficient leadership ✅ External insight and broader networks ✅ Professionals who bring in experience from consultancy, governance, portfolio careers, or community roles People work part-time for all sorts of reasons - not just caring responsibilities. And many of them have exactly the kind of experience, clarity and perspective that higher education needs more of. Not every job share is straightforward to organise, but it’s not impossible. And part-time roles at a senior level shouldn’t feel like unicorns. Higher education is full of people with the experience, insight and drive to lead if only the roles were designed with more imagination. Why wouldn’t you want to tap into that?

My father-in-law was the first job-share I knew. 🌦️ He was a weatherman for NOAA - and at 60, as he wanted to slow down his work (but not yet retire), he partnered with a 30-something woman who was ramping up. Together, they equated to a full-time weather forecaster for wildfires and local news stations. As I got deeper into my career, I started to realize how rare that model actually was. Now, I’m watching the UK’s #PartTimeWorks campaign and cheering from across the pond. What it is: Timewise partnered with the Standard Life Centre for the Future of Retirement (part of Phoenix Group) to invite workers in the UK to share their part-time or flexible work patterns publicly. The aim is to normalize that quality jobs can be done in less-than-full-time formats. And now workers in the US are sharing their stories, too. Quality part-time work isn’t just a rare perk. It’s a major path towards progress. And it’s not ambition keeping so many people out of the workforce… It's architecture. No one should have to choose between “all in” or “all out”. Not when there’s a space between that’s totally attainable. Work CAN flex to keep people in and give orgs access to brilliant talent they might lose (or never get to meet) otherwise. And imagine the training happening in my father-in-law's job share: priceless! Let’s stop labeling job shares as inefficient when they’re actually multipliers that sustain both people and performance. At Lions & Tigers, we constantly scan projects that come in for part-time potential because there are SO MANY talented folks wanting to work this way. (If you want an inspiring example of this, highly recommend reading the story Melissa Nicholson shared on LinkedIn last week about her job share with Annabelle Richards at Lloyds Banking Group: http://bit.ly/46WIILA) If you’re someone leading teams, two things you can do right now: 1. Tune in to an episode of the Part Time Works podcast on your commute to work tomorrow (https://lnkd.in/gpSd8CsS) 2. Check out their amazing guides on things like supporting part-time staff and making job sharing a success (scroll to the bottom of the podcast page) - see below. And if you’re in a job share yourself, I hope you’ll consider sharing your own #PartTimeWorks story. Part Time Work: Not just for forecasting the weather!

Could Fractional Job Sharing be a short-term tonic for a stressed IT employment market? With more IT people being made redundant & job application queues growing, is it time to think of better, creative ways to help people who are suffering? Could fractional job sharing be an answer? Economic pressures are forcing more and more skilled professionals into redundancy. The result? A surge in application queues and a heightened sense of financial and mental strain for many. It’s a challenging environment, but perhaps it’s time to consider a new approach: fractional job sharing. Fractional Job sharing, whether on a contract or fixed-term hire basis, involves two individuals with similar skill sets sharing the responsibilities of a single full-time position. This innovative model can offer a lifeline in these turbulent times, but it comes with its own set of pros and cons. Advantages: ✅ Retention of Talent: Instead of letting valuable employees go, companies can retain their expertise and knowledge by reducing hours but keeping them on board. ✅ Create a Workforce Transformation: Fractional engagement models can positively support agile working models, increasing workforce efficiency and productivity. ✅ Increased Flexibility: For employees, job sharing can provide a better work-life balance, reducing stress and potentially increasing productivity during their working hours. ✅ Broader Skill Coverage: With two people sharing a role, companies benefit from a broader range of skills, experiences, and perspectives. ✅ Economic & Mental Relief: By spreading the employee cost across two individuals, companies can reduce financial strain on employees, offering some economic stability and mental relief during uncertain times. Disadvantages: ❌ Coordination Challenges: Effective communication and coordination between job sharers are crucial. Misalignment can lead to inefficiencies and dropped responsibilities. ❌ Management Complexity: Supervisors must manage the complexities of overseeing two part-time employees instead of one, which can increase administrative overhead. ❌ Potential for Overlap: There may be overlaps in duties or, conversely, gaps in coverage if not managed carefully. ❌ Perception Issues: Some may perceive job sharing as a step down in their career or fear it could impact future job prospects. As the IT industry navigates this challenging period, it’s essential for employers to explore creative solutions that balance business needs with employee well-being. Job sharing might not be a one-size-fits-all answer, but it could be a valuable strategy for weathering the storm, retaining talent, and providing economic stability. What do you think? Could fractional job sharing be the key to navigating today’s stressed IT job market? Share your thoughts below! #ITDownturn2024 #JobSharing #ITJobs #EconomicRelief #WorkLifeBalance #TalentManagement Talentology AU

JOB SHARING is the workplace equivalent of a tandem bike ... Gone are the days when traditional nine-to-five roles ruled the roost. Today’s workforce is looking for options that fit their lives, not the other way around. Job sharing – where two employees split the responsibilities of a single position – is emerging as an appealing way to keep careers on track without overloading the to-do list. For employees, the appeal of job sharing often boils down to winning back precious hours. Whether it is for family commitments, personal pursuits or even side hustles, job sharing allows workers to tap into their potential without feeling overclocked. In an era where burnout can feel like an occupational hazard, sharing the load can make all the difference. Employers, on the other hand, are finding that job sharing keeps the talent pool brimming. Instead of losing skilled workers to the off-ramp of resignation, organisations are offering a more flexible lane. Workers who might otherwise hand in their notice are staying on, grateful for the chance to shift gears rather than park their careers altogether. For industries grappling with talent shortages, job sharing is a clever way to keep both wheels of the workforce spinning. The arrangement also brings a fresh set of tyres to the workplace. Two people sharing one job means a wider range of skills and perspectives. While one person might excel in strategy, the other could bring expertise in execution. Technology is also driving the job-sharing trend. Tools like shared calendars, messaging apps and project management software ensure partners stay in sync even if they are clocking in at different times. The days of scribbled handover notes are over. Today, a quick email can keep the handover as smooth as a freshly waxed floor. But job sharing is not without speed bumps. Coordinating tasks requires careful communication while finding two individuals whose work styles mesh well can sometimes feel like trying to match socks in the dark. But when it works, it really works – and the effort pays off in spades. Offering job sharing as an option signals that an organisation values its employees’ wellbeing, not just their output. Job sharing is not just a workplace trend but a workplace tune-up. It allows employees to keep their engines running without risking burnout and gives employers the tools to retain and attract talent. While it might take some adjustment, this arrangement is proving to be a win-win that keeps everyone firing on all cylinders. In a world where flexibility is fast becoming the gold standard, job sharing is the hybrid vehicle of the workplace – combining the efficiency of shared effort with the adaptability to navigate modern life’s winding roads. #management #hr #leadership #work #workplace #flexibility #aimwa Cartoon used under licence: CartoonStock

Wanna share a job? On Monday, I had a fascinating conversation about job sharing. One role. Two people. At first glance, it sounds like a quirky idea from a progressive HR playbook. But the more we explored it, the more it made sense. An idea for my innovative clients? ;) For individuals: ✓ Time, flexibility, a better work-life balance ✓ A chance to stay in the game – without burning out For companies: ✓ Two brains instead of one ✓ Built-in continuity ✓ Even a succession plan, should one person leave Of course, it's not that simple. → Who attends which meetings? → How are responsibilities split – or better yet, shared? → What happens if one shines and the other struggles? And yet, it works. Even at C-level. Especially in roles where the value lies in collective energy. Where two leaders can push the business – or a specific project – forward, side by side. Work is changing. So are people. Maybe it’s time our org charts followed suit. I find the idea relevant and innovative - not just for the younger generation, but also for experienced leaders who want to keep contributing without giving up everything else. A more collaborative, adaptable, and sustainable way of working? I think it’s worth exploring. Have you seen it in action? Would you try it?

Love seeing a job share at a senior level! They thought their career aspirations were limited while needing to work part time - a continued reality in the legal sector (and many others). Now, Tala Prowd and Helena Kolenbet bring a combined three decades to the role, and two heads to the position that are less likely to succumb to burnout and more likely to be able to start the work week refreshed and with more energy to make critical leadership decisions. What a win for their employer. As Tala said, "It is almost unheard of for a woman to make partner at a law firm or General Counsel if they work in a part-time capacity. If you’re part-time, there’s a ceiling.” Job shares can help change this, as can more enlightened employers rethinking how roles are structured. Great to see this Wesley Mission Queensland https://lnkd.in/g3AbQep3