Job sharing is a savvy way to keep your career on track, even as you reduce your hours. The position stays full time, but because it’s filled by two people, i.e., you and a job sharing partner, you get to have more time for life outside of work.
Attractive arrangement? Yes. But can it also appeal to your employer?
One of the toughest human resource challenges today is recruitment and retention of talented employees. And it’s one of the highest priorities among top executives, according to surveys done by the Society of Human Resource management and others doing similar polls.
Smart employers understand the value of retaining valuable talent, including experienced, well-performing employees.
That’s you, right?
These factors are in your favor when presenting your proposal for a job sharing arrangement. Make the business case using the job sharing proposal excerpt I’ve provided.
Job Sharing Proposal Excerpt
Below is an excerpt from my Job Sharing Proposal Package that shows how you can position the employer benefits of job sharing.
Advantages to [your employer’s name] of Proposal Approval
Double the talent – Two sets of skills and perspectives in one position – My partner and I bring a broader range of talents and experience to the position than either of us alone. This type of pairing generally results in a better work product. For example, [be briefly descriptive.] We can also learn from each other’s strengths.
Productivity increases – Because job sharing eases the strain of balancing work and outside personal responsibilities, each job share partner can devote greater energy and focus when [s]he is on the job. With two people, there is a built-in checking system on the job, maintaining quality control and preventing errors. Increased productivity generally follows increased morale which results when people have better control of their personal and professional lives.
Continuous job coverage – Job coverage will be continuous during vacations, sick leaves and other absences. Furthermore, if one person moves on, there is at least part-time coverage in a position (until a replacement partner is recruited) that would otherwise go empty. There is also the possibility that the remaining partner could work more hours than usual until another partner fills the shared position. However, loyalty and retention are generally high and absenteeism is low among job sharers.
Retention – Employee retention and recruitment/training savings that come from reduced turnover are especially valuable. The cost of losing a single professional to turnover is estimated at 1.5 to 2.5 times the position’s annual salary, according to the Saratoga Institute, a leader in human resource metrics. [End of excerpt.]
The advantages of job sharing are clearly two-sided so you can confidently propose this flexible work arrangement to meet your needs as well as your employer’s.
Have a Completed Job Sharing Proposal Soon
Ready to get started? Use the Job Sharing Proposal Package to present the business case to your manager. Order it (you can split the cost) and get started today.
“My company had shot down job sharing once before, but I used your proposal and presented it again. This time, they went for it! To quote one of my bosses, ‘Your proposal was extremely well done. It showed a depth of professionalism that caught my attention.’ This was the BEST $[money] that I have spent!” Erika LaDousa, Hotel Director of Catering, Minneapolis, MN