Usually, the main motivation behind a job-share opportunity is employees wanting a better work-life balance. So, when the opportunity for that kind of role opens up, poeple are more than motivated to make it work.
Nothing beats motivated employees—because motivated employees are generally the most productive kind of worker. And they’re happy about their work situation. That’s a good thing. But, the job-share still needs to be managed properly and uniquely for it to be 100 percent effective.
Communication is something you must establish up front. If you don’t, the employees and the boss know exactly who’s responsible for what part of the shared job or tasks. If you don’t have a plan, it can make the situation pretty confusing.
To avoid this situation, make sure the employee takes time to fully inform the person taking over for them about the tasks in progress and any critical needs they’ll need to address that day. If your workers don’t do this, information may be lost in translation.
How does it affect the team? Make sure other people in the office know the situation and exactly when each of the job-sharing team will be working. Not everyone will remember so try getting it on paper by giving out a written schedule or—better yet—email.
Establish equality between the job sharers by assigning equal work days and hours. Let there be no question surrounding who “owns” the job more, or who is in charge. Make if fair and make it clear—up front.
A job-share can be a good thing, but make sure you set parameters up front to make it work for your company.