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Jobsharing is caring: A position for two persons
Job sharing - from one to two. A full-time position that is divided among two or more individuals. A concept that aligns well with the trend of utilizing existing resources more effectively. Whether it's car sharing, house sharing, or tool sharing, all these approaches share the same idea - to distribute what is available more equitably among those who need it. However, job sharing goes beyond mere necessity. A shared position brings many advantages, not only for the individuals who occupy it.
Job Sharing - What does it mean?
Job sharing is a work schedule model that divides the total working hours of a full-time position among multiple employees. Alternatively, they can usually determine the division of work among themselves. They can also flexibly distribute responsibilities and tasks, i.e., job content, among each other.
This model is even legally anchored, namely in § 13 of the Part-Time and Fixed-Term Employment Act from 2000. The basis for such a division of work has therefore existed for quite some time. Nevertheless, job sharing has only gained traction in recent years. The proportion of part-time employees has been increasing significantly for several years. And not because of a lack of full-time positions, but because the demand is high. More and more Germans are opting against a 40-hour job. Flexibility and work-life balance are becoming more important. Either one wants to have more time for family, hobbies, or other projects. Sometimes individuals even have two part-time jobs because they prefer to experience more variety in their careers rather than spending the entire week in the same job.
However, some positions require full-time dedication for economic or structural reasons. But, if a company makes it possible to offer such a position as a shared role, it benefits individuals who can or want to work part-time while ensuring the maintenance of the structure and often even a higher quality of the position.
But sharing is not the same as sharing. There are three forms of job sharing. Job splitting is the model where a position is split into two or more parts, and individuals usually work fairly independently. In job pairing, on the other hand, you work as a team. Projects are worked on together, there is regular exchange, and decisions are made jointly. Top sharing, on the other hand, involves dividing leadership positions among multiple individuals. However, good structuring and clear division of responsibilities and accountability are essential. This form also shows that job sharing offers career opportunities. Sharing a position does not mean being less important, delivering lower performance, or losing development and advancement opportunities.
Benefits for the employer
Increasing quality is a common advantage from the company's perspective in offering a position to two or more employees jointly. It is known from recruitment processes. In the final round of applications, it is usually tricky to decide between the top two or three candidates. Somehow, all of them are suitable for the position, and often, structural or situational factors play a role in determining who gets hired, even though each of them would have brought their own strengths and qualities.
On the other hand, if two or more well-qualified individuals share a position, they can complement each other's strengths or compensate for deficiencies. Perhaps one person excels in organizational background work, while the other person brings creative ideas and enjoys representing the position externally. In this way, an employer can combine the combined qualifications of two or more individuals in one position.
Also, job sharers are often more efficient and productive. At the end of the week, there is likely to have been a higher quantity of work completed compared to if one person had to work the full 40 hours alone. Of course, this is not always the case and depends on the combination. There may also be full-time workers who work more efficiently and produce higher quality work than a team of job sharers who do not complement each other well.
And with that, we also have one of the risks associated with a shared position. This requires high coordination ability, good communication, and clear task allocation. A shared position carries the same risks of conflicts as any other team. To address this, a clear structure and goal setting are especially important. This can be provided, for example, through regular supervision, where collaborators are offered external assistance to uncover blind spots and "stay on course".
Why share a job?
On the other hand, what benefits does an employee have from sharing their position with another person? Don't most people prefer to do their job alone?
The first and foremost factor is usually time. As mentioned before, there are positions in a project or company that require full-time occupation. However, if you don't have the capacity for a forty-hour workweek or if you are already involved in another position but still have the desire for the job, the job-sharing model is a good opportunity to take on this role nevertheless.
Sharing responsibility can be relieving. However, it also carries risks. One is always dependent on the work quality and performance of their colleague. In a way, you're in it together. While you can support each other, if something goes wrong, you usually have to take joint responsibility. This may provide the necessary motivation to work towards a good collaboration. A shared position often requires more planning and communication effort. However, these processes also offer opportunities for growth, development, and mutual learning.
Job sharing - a one fits all?
So is this model a variant that makes everyone happy? Suggestive question. Of course not. There are certain limitations from the employer's side as well. Not every position benefits from a division. Not every company structure can accommodate a job sharing solution. But also on the side of the employees, such a form of work sharing is not for everyone. This depends on factors such as personality and preferred working methods - for example, whether one is a team player or prefers to work independently and self-organized. But also on professional qualifications, areas of competence, and professional experience.
The best thing about teamwork is that you always have others on your side.
by Margaret Carty
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