7 tips to successfully job share
/A senior manager is faced with a family care situation. His mother is ill, and he needs more time to attend to her. He doesn’t want to lose momentum on several initiatives. He is valued in his job, and doesn’t want to take a leave. He proposes a job share. He also sees that there is a broader benefit to the share, as sharing the job would provide a development opportunity for a manager from another section to share the job. There is an identified candidate. Sounds great! Everyone is on board.
The two managers start job sharing and things quickly fall apart. The reporting staff are frustrated by mixed messages and different styles. The priorities change, depending on which manager you are talking to. And the two managers are not doing a good job of keeping each other informed. The look and feel is not of a job share, but more of two people having the same role, and direct reports having two bosses.
The two managers figured it out after the staff made it clear the arrangement wasn’t working, but the transition was truly difficult. Here are some recommended steps for successful job sharing.
1. Begin with the job description
Review the job description line by line to ensure you have a shared understanding. If one person has previously held the job and the other person is new, give as much background as you think is necessary, being careful not to overwhelm with details
2. Agree on the priorities for the jobs
Discuss the goals for the role, and break it down to what that looks like on a daily, weekly, monthly, quarterly, and an annual basis.
3. Intentional Knowledge Transfer
Conduct an intentional transfer of knowledge on a regular interview. If you are each working half days, then when the second person starts there day. If you are each working 2.5 days, then on that shared half day.
4. Shared files
Utilize a shared filing system (electronic and/or paper) so that you have a common file for each area of responsibility.
5. Communicate the plan
Introduce the job share arrangement to impacted staff or customers together, so that you both hear the questions and answers.
6. Review your Progress
Check in after the first week and first month to see what is working and what is not working. Poll staff and customers to make sure you aren’t missing anything.
7. Take the Clifton Strengths Assessment
With this tool you can understand how you each operate. You can discuss your strengths and examine the different ways you approach your work. Engage a Clifton Strengths coach to guide you through a "Power of Two" conversation in which you will identify the ways your strengths complement each other and could, without understanding, create conflict. Communicate your strengths and potential differences to the people that you supervise so that they understand how to “manage up” successfully for both bosses.
Job sharing is a great benefit. Employers who offer this flex time arrangement find it is a great recruiting and retention tool. The employer benefits from the knowledge and talents of two brains for the price of one, and the employees enjoy the flexibility of a part time job.
Concurrence Consulting provides strengths-based coaching for flexible work arrangements. Contact Kathy@ConcurrenceConsulting.com
#Flex jobs, #Clifton Strengths #Job Share # Power of Two