As a Jobshare specialist, one of the common questions and misunderstandings we come up against is “but how is Jobsharing different to part-time?”
Successfully differentiating between part-time roles and Jobshares is a key step to enable organisations to take full advantages of this way of working. The answer to this question is simple, the key difference for organisations is CONTINUITY.
In other words, two part-time roles carrying the same title is not a Jobshare, why? because without a handover, communication and ownership of the full-time role there is an ongoing break in continuity on a weekly basis. This means that progress with clients, colleagues and projects regularly comes to a standstill until the part-time employee returns to catch up and progress their tasks.
A Jobshare partnership is set up so that both partners take ownership of the full-time duties from the outset, whilst leadership on particular accounts or projects may emerge, the handover and communication covers all aspects. This means that there is no break in continuity and no catch up, so productivity and progress is optimised and continues on a full-time basis.
For the Jobsharers, this means their days off really are days off and often feedback that it’s a very supportive arrangement because you have another to share ideas and challenges with, who has an equal interest in making the role a success. Something which can’t be replicated by a boss, a partner at home or another colleague as they aren’t in the same role.
A common mistake made when embarking on a Jobshare is to split the role into two prior to recruitment and the challenge this can create (apart from additional work for HR) is a disconnect of ownership within the Jobshare itself, which can lead to competition and unhelpful behaviour patterns emerging across the partnership.
Check out this case study and if you’d like to find out about how Jobsharing can work for your organisation, as part of talent attraction or retention strategy, contact email@example.com.