Job sharing success depends heavily on the two people who fill the one job.

Before you commit to the arrangement and the person, spend time with each of your prospective job-share partners to get acquainted (if you don't already know each other).

Are You Compatible?

Your discussion should cover the responsibilities and expectations of the job position and of the job sharing arrangement. This discussion alone will give you an indication of general compatibility. Follow your intuitive feelings about the match-up potential.

As in any relationship, there is no perfect match, but in making your partner selection decision, consider the following criteria:

1. Good communicator: A workable and productive arrangement will require effective communication on an ongoing basis; your communication styles should mesh well.

2. Cooperative: A supportive teamwork attitude of mutual respect plus a give-and-take approach to the exchange of ideas are positive indicators of a right partner. Someone who is strongly competitive is generally not a suitable pick.

3. Similar and complementary skills: While you want someone with a good background and with experience in your field, someone who complements your strengths and weaknesses can enhance the partnership by rounding out the position.

For example, a combination of your strong organizational skills and your partner's creative bent can reap better results on projects than either strength alone.

4. Similar work habits: Attention to detail or big picture approach? Methodical or intuitive? Organized or sloppy (important when you share a desk or filing system)? Prompt or procrastinator? Swift or thoughtful in decision-making?

Compatibility in work styles may not be a make-or-break factor, but in general, it will make for a more harmonious arrangement.

5. Flexibility: Ideally, your partner would be able and willing to trade time with you should the need arise. Child or elder care arrangements may be the limiting factor in meeting this ideal, but include flexibility and trading time in your discussions.

Expectations of Work Coverage

Expanding on the Flexibility category above, discuss anticipated absences and how they will be handled.

For example, any employee might be out a week with the flu or for a two-week vacation. In that case, the job will have partial work coverage where it otherwise would not during these relatively short-term absences.

But prospective partners should reveal to each other a foreseeable long-term absence. For example, what will be a mutually-agreeable work coverage agreement for a 12-week maternity leave or a six week mini sabbatical?

Will a temporary employee be brought in? Would the remaining partner be willing to ramp up to full-time temporarily to benefit from an income boost for a defined period? Discuss the alternative possibilities.

Inform your employer of your work coverage partner agreement but use general terms such as “planned and unanticipated absences.” Then, when the timing is more appropriate, the individual involved should negotiate the specifics of maternity leave or extended vacation with the employer.

Highlight the Positives in Your Proposal

If you think it will strengthen your case, highlight some of the above characteristics in your proposal when describing how the job sharing arrangement will work.

One excellent way to discuss the details of your job sharing arrangement is for you and your prospective partner to go through Job Sharing Flex Success together.

Details about Job Sharing Flex Success OR 

Pat: We were successful in setting up a job share arrangement at our company, a Fortune 500 printing company based in Chicago. It is the first such arrangement in the company's 130 year history for sales representatives...Thank you for the job share ideas and proposal outline. Sara Keese, Sales Representative, RR Donnelley & Sons, Chicago   

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