Job-sharing has seen renewed energy and momentum in recent years, since the right to request flexible working legislation came into play in June 2014. Since then, there has been increasing awareness of the work-life balance trade off at senior levels and the impact this has had on gender pay gap. Millennials and senior talent possess a new confidence to admit that work-life balance and career progression are high on the agenda when choosing an employer and are prepared to be proactive about it.
What is the impact of rejecting a request?
Despite this, requests for flexible working are often rejected, resulting in low morale and reduced productivity, or worse still, loss of talent and employers bearing inflated people costs, due to the proportion of overall budget that is spent on replacing talent that have requested to reduce their hours.
Another common trend is to request flexibility at the point of recruitment. Eager to hold onto a brilliant recruit, employers respond with an unsupported promise. Unfortunately, expectations around flexibility promised at recruitment, fail to be delivered in the job, adding to attrition.
Yet, from the employer’s perspective, there is pressure to balance the need for continuity, with the demand for work-life balance.
For over five years now, we have specialised in Job sharing and can confirm that there is a recipe for setting up successful Job share, a model we refer to as a Talent Partnership. This approach enables both continuity and work-life balance. Knowing and adopting this as an employer, can avoid wasting valuable budget replacing talent lost, due to work-life balance and bearing the impact of low productivity.
How can you turn this around?
1. Empower and trust your employees
The key to success in supporting Job share request is to adopt an employee led approach. You won’t feel the need to have all the answers, redesign the role, arrange the match (headache!). Instead, engender trust, say YES and empower your talent, the experts you employ, with the option to pitch a partnership proposition for a full-time role. Let them convince you as part of their interview process, it will answer your objections, as well as serve to improve your evaluation of emotional intelligence.
2. Let them know you support Talent Partnerships!
Ensure your employees know what a Talent Partnership is. If you are a large employer, work with internal comms from the outset to craft and reinforce the message that Talent Partnerships are a supported way of working at all levels within your organisation. Make it clear that by default you accept applications from candidates who wish to partner up, alongside applications from full-time individuals.
If you are a large organisation, consider a staged launch, starting with a department or region where flexible working requests, or attrition due to work-life balance is high. This way you gain experience on aligning the interventions with your recruitment process and customising guidelines, as well as gathering internal case studies for internal communications to reinforce the positive impact message to the wider organisation.
3. Embedded support, not matchmaker
Offer a Talent Partnership Scheme as a unique employee benefit, which will differentiate your brand and appeal to talent looking for innovative employers; e.g. we offer our employees the option to partner up for full-time roles via our supported Talent Partnership Scheme. Ensure your policy and procedures are updated, so employees are aware of the process and their role in creating their solution. Make your support about engaging candidates in creating and owning their proposition, instead of taking on the transactional function of arranging a match.
How can Ginibee® help?
We have years of experience having successfully matched candidates, so understand what steps are necessary to optimise success and have built them into our platform solution. From one off support in evaluating a company Job share scheme to training for new Partnerships or hiring managers and or a matching platform for employees, we can help you
If you’re looking at making Job sharing more accessible in your organisation, do get in touch we have the insight, experience and passion. It’s also the only thing we do, so you can be assured of our full attention!
Sara is the founder and CEO of Ginibee and a proud mum of two legends. Absolutely passionate about making successful Job sharing accessible, Sara set Ginibee up with the sole mission of "making successful Job sharing accessible" and has specialised in optimising and similifying the process to create successful Job shares since 2013 and in doing so has created a unique into a purpose-built platform, to accelerate the creation of Talent Partnerships.