In more and more companies, the job sharing model is becoming an integral part of the new world of work: two people take on joint responsibility for a position in tandem, thus fulfilling their wish for a career AND reduced working hours. An increasing number of successful examples show that it works! From team leadership to top management, the number of tandems is continuously increasing. And our study results confirm it: 98 percent of all tandems are satisfied with their model and 90 percent receive positive feedback from their customers, superiors and employees. And the model has even proven itself in the coronavirus crisis. Sounds like a New Work recipe for success, doesn't it? However, job sharing only becomes a successful model in a company beyond an isolated solution if you are aware of three fundamental things.
1. Job sharing is not just a working hours model
The job sharing model is about more than just dividing up working hours. Job sharing is a completely new way of working. The focus is on collaboration, sparring, matching different skills, mutual coaching and learning on the job through and with the tandem partner. And that means not only sharing work packages, but also power, personal networks, recognition, success and failure – for example, when one tandem partner prepares an important presentation and the other partner gives it. And this is where it becomes clear that the model offers huge potential – one that even goes beyond a regular full-time position. But it also shows that the model is not for everyone. An exciting way to find out if you are the “type” for the job sharing model is to try it out. Tandembility Test®.
2. Job sharing is also a male model
Well-intentioned is not always well done. Those who establish job sharing with a sole focus on female employees not only replicate existing gender inequalities, but also miss a huge opportunity! It is true that there is currently much more pressure for alternative working time models among women than among men. But why? As long as women still do the lion's share of care work at home, they also have the greatest need. Job sharing in particular offers a great opportunity to fill positions with a high level of responsibility while working part-time. But that's only half the story: job sharing also offers an excellent opportunity for men to reduce their working hours and thus make room for someone else (e.g. a female tandem partner) while also taking on more care work at home (e.g. to give their partner more space for their own career). If job sharing is to become a driver for greater gender equality in the world of work, the model must also be deliberately marketed to men.
3. Job sharing challenges your culture
Want to work less but still have a career? This collides with a still deeply rooted culture of presence, even in times of home office. So arm yourself well and bring stamina and tact if you want to establish job sharing! Convincing KPIs, good arguments and a sensible approach combining bottom-up and top-down strategies are the key here.
Categorised in: Jobsharing Fachwissen
Comments