Job Sharing: How to Choose the Right Partner
Job sharing success depends heavily on the two people who fill the one job.
Before you commit to the arrangement and the person, spend time with each of
your prospective job-share partners to get acquainted (if you don't already know
each other).
Are You Compatible?
Your discussion should cover the responsibilities and expectations of
the job position and of the job sharing arrangement. This discussion alone will
give you an indication of general compatibility. Follow your intuitive feelings
about the match-up potential.
As in any relationship, there is no perfect match, but in making your partner
selection decision, consider the following criteria:
1. Good communicator: A workable and productive arrangement will require
effective communication on an ongoing basis; your communication styles should
mesh well.
2. Cooperative: A supportive teamwork attitude of mutual respect plus a
give-and-take approach to the exchange of ideas are positive indicators of a
right partner. Someone who is strongly competitive is generally not a suitable
pick.
3. Similar and complementary skills: While you want someone with a good
background and with experience in your field, someone who complements your
strengths and weaknesses can enhance the partnership by rounding out the
position.
For example, a combination of your strong organizational skills and your
partner's creative bent can reap better results on projects than either strength
alone.
4. Similar work habits: Attention to detail or big picture approach?
Methodical or intuitive? Organized or sloppy (important when you share a desk or
filing system)? Prompt or procrastinator? Swift or thoughtful in
decision-making?
Compatibility in work styles may not be a make-or-break factor, but in general,
it will make for a more harmonious arrangement.
5. Flexibility: Ideally, your partner would be able and willing to trade
time with you should the need arise. Child or elder care arrangements may be the
limiting factor in meeting this ideal, but include flexibility and trading time
in your discussions.
Expectations of Work Coverage
Expanding on # 5 above, Flexibility, discuss anticipated absences and how
they will be handled.
For example, any employee might be out a week with the flu or for a two-week
vacation. In that case, the job will have partial work coverage where it
otherwise would not during these relatively short-term absences.
But prospective partners should reveal to each other a foreseeable long-term
absence. For example, what will be a mutually-agreeable work coverage agreement
for a 12-week maternity leave or a six week mini sabbatical?
Will a temporary employee be brought in? Would the remaining partner be
willing to ramp up to full-time temporarily to benefit from an income boost for
a defined period? Discuss the alternative possibilities.
Inform your employer of your work coverage partner agreement but use general
terms such as “planned and unanticipated absences.”
Later, when the timing is more appropriate, the individual involved should
negotiate the specifics of maternity leave or extended vacation with the
employer.
Highlight the Positives in Your Proposal
If you think it will strengthen your case, highlight some of the above
characteristics in your proposal when describing how the job sharing arrangement
will work.
One excellent way to discuss the details of your job sharing arrangement is for
you and your prospective partner to go through
Job Sharing Proposal Package
together. Order it (you can split the cost) and get started today.
 “Pat: We were successful in setting up a job share arrangement at our company,
a Fortune 500 printing company based in Chicago. It is the first such
arrangement in the company's 130 year history for sales representatives...Thank
you for the job sharing ideas and proposal outline.” Sara Keese, Sales
Representative, RR Donnelley & Sons, Chicago
Learn more
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Related articles:
How and When to Find a Job Share Partner
Job Sharing: Advantages to Your Employer
Which Job Sharing Schedule is Right for You?
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