How? By sharing a role (aka jobshare or job share). This is probably the best kept secret of flexible working perks inside companies. Two people share the role and pay of a full-time job. Firstly, not all companies offer it. Approximately 40% of companies in the Fortune top 100 companies offer job share as a perk. Also, those who do, on average 0–3% of employees actually do it.
Job share has historically been tricky to set up for HR, managers, and candidates. Job sharing – which has been around since the 90s – was, according to Inc magazine, at its peak in the early 2000s. However, until now, it‘s been ahead of its time. To scale and make it equally accessible to all, easy to set up, and sustainable – sharing a role absolutely needs the support of enterprise and HR technology, which thankfully exists today. The timing is right. Startups like Roleshare are making it easy for employees to find candidates with complementary skills and experience to share their existing roles or new roles.
“So why share a role?”
Let me ask you, would you like more time back during the week (for whatever reason) but not at the cost of your career growth? That’s why. It’s the win-win flexible work option. Employees continue to grow in their careers and gain personal time, and have a partner with whom to tackle their goals. Companies get twice the smarts and skills for a role, open roles to a greater pool of candidates, retain talent and diversity of thought, and get more than typical full-time coverage. Want some of this cake?
“So what’s the catch?” you ask.
No catch – it’s not too good to be true. There is a give and take for employees and employers. Employees split the salary of a full-time job. For example – each person may work 3 days (overlapping one day for transition) and companies, in that instance, would pay a 6-day salary.
Employers may some added operational costs. Managing team expectations and extended team communication is a consideration. However, the value outweighs the costs. According to the ACAS in the UK the cost of losing a single employee who may need flexibility is ~£30,000 on average. The Society of Human Resources Management in the US estimate the cost to hire/onboard a new hire at $4000. So approx £3000 vs £30,000 – pretty appealing. Also, Enterprise technology tools like Office 365, Slack, Workplace by Facebook, Workday, PeopleSoft, Quinyx, Gainsight, Salesforce, Smartsheet, Roleshare, etc. help facilitate and make the set up, handovers, and communication much more fluid and transparent.
So next time you come across someone who needs extra career flexibility, and is nervous about the impact on her or his career, pay it forward – share the secret I’ve just shared with you, “Share a role. You can have your cake and eat it too.
Sources: Inc magazine, acas.org.uk, shrm.org