Two simple reason why companies should consider roleshare vs. part-time.

Two simple reason why companies should consider roleshare vs. part-time.

"It has enabled us to perform at a high standard and be recognised as such, which was harder when working part time as an individual." - Annabelle Richards and Clare Freshwater-Turner are Co-Senior Finance Managers at Lloyds Banking Group

Annabelle Richards and Clare Freshwater-Turner are Co-Senior Finance Managers at Lloyds Banking Group. Sharing the role for the last five years has enabled them to achieve the balance they seek, while 1. performing at a hign standard in a senior role; and 2. together they've received recognition, which would've been difficult to achieve alone part-time. They recently expanded their role share into a career portfolio helping individuals and companies implement this working model via their consultancy The Jobshare Coach.

What has sharing a role helped enabled in your personal life and at work?

Annabelle - Achieving in a full-time role while having a work life balance that suits me.
Clare - Feeling empowered to have a great career whilst also being able to spend time with my family and support the community projects I am passionate about.

For both of us it has allowed us to grow and progress in and outside of work, being able to make a difference together in our role as well as enabling other role sharers to do the same through our jobshare coach project.

What has it brought to your greater team, manager, organization, stakeholders?

We feel that one key factor of our success is that values are much aligned. This allows us to operate seamlessly for our stakeholders. We are also very aware of and leverage our differing strengths and we use this to ours, our team’s and our organisation’s advantage. Our skills combined provide a broader perspective to any challenge or project.

What has it done for your performance at work and how does it compare to previous roles you’ve had?

It has enabled us to perform at a high standard and be recognised as such, which was harder when working part time as an individual.

How did you secure and set up your job share? 

A few years ago, we were working almost full-time hours in a secondment as coaches to the Finance Community team. We discovered that both of us were keen to reduce our working hours to achieve the work life balance we desired, but also wanted to continue to deliver an outstanding service. We were very excited when a permanent role came up in the team and we decided to apply together as a role share!
We pitched our idea to our head of function and presented a contract which outlined how we would work as a job share and how it would work for our team and stakeholders. We agreed to a review period in which the success of the job share would be decided.
We are proud to say that feedback from our team and stakeholders was overwhelmingly in our favour and five months after we started, we received a CEO award recognising us for working together seamlessly in a job share!

What do you do to make your roleshare successful? 

We think the key to success, as with any relationship, is open communication. Our regular catch ups create a safe space for us to voice our opinions and ask each other questions. We often catch up on the phone in the mornings whilst out for a walk or run to bounce ideas and we know that each other are always at the end of the phone line if needed. We are comfortable challenging each other, but we also ensure that we always agree on a shared way forward. We are both fully accountable for any decisions either of us makes at work.
In order for us to understand each other better we have discussed our values and assessed our personality types and interestingly we are opposites on the ‘Insights Discovery Colour Wheel’ which we feel is a strength and key success factor of our partnership.

How do you handle your personal growth?

We have a joint development plan which we discuss as a pair and with our manager regularly. We ensure it aligns to our career aspirations as a role share. We include growth at work as well as outside of work as is evidenced by our promotion at work just over a year ago and our latest exciting project outside of work; The Jobshare Coach.

What tips would you offer a manager wanting to enable a Roleshare who isn’t sure where to start to make it happen?

Discuss it with your team and your leadership team and consider what needs to be in place logistically. Look for the positives it will bring your team and the organisation, there are many! We can help you with this as we have hired and have experience managing a role share in our team.

What tips would you give a manager who is new to managing a Roleshare vs a single person in a role?

Be clear in your expectations in terms of communications and ways of working and review these regularly, asking for and providing feedback. Our top tip is to consider it as a single role rather than the creation of two roles.

"Clare and Annabelle have made a big difference to our team, their energy, honesty and positive attitudes are infectious, and this has created a collaborative atmosphere in the team. I feel supported and valued by them both. At a time when there is a lot of challenge this makes me, and my team feel very positive about the future." - Team Member


Interested in a roleshare? Sign up

Want to list your roles? Post a role

Share this on