Get Job Sharing Approved

Job sharing a sales position is a creative way to keep a high-paced career on track while having more personal time for family and fun. Here’s an inspiring example. 

When she married a widower six years ago, Janna became an instant mother to his two school-aged children. Since then, she and her husband had a son.

During those six years, Janna, 34, kept working full-time as a senior sales executive in the diagnostics division of a huge pharmaceutical company.

“I literally did not stop from 5AM to 11PM. Not one time. It was a fast life. I couldn’t keep track of sports practices and appointments. I would come home at the end of the work day tired and cranky, having left it all on the table at work.”

Janna was ready to quit her job.

When she confided in a trusted colleague about her plans, she was encouraged to propose a job sharing arrangement instead.

But Janna was unsure about job sharing a sales position. “No one in our organization was doing it, so I didn’t see job sharing as an option.

My friend told me, ‘You would be crazy not to give it a try.’ I had to break new ground [in proposing it].”

At the time of our interview, Janna was into her fourth month of job sharing. What’s the difference?

“I finally feel a balance that was lacking in my life. Things no longer slip through the cracks, like I don’t forget about [sports] practice or a dental appointment that costs me $75 to miss.”

There’s more.

“I can attend all of the special events in my kids’ lives. And now I’m picking up the kids’ car pool twice a week. It’s so fun because you get to know them more. I’m a lot more tuned in to their lives.”

How Job Sharing a Sales Position Works for Janna

Pat: What is your work schedule now?

Janna: My job partner and I each work ½ days on Monday. Then I work Wednesdays and Thursdays and she works Tuesdays and Fridays.

Pat: How well are you able to keep to the 2.5 days-a-week schedule without going over?

Janna: Job sharing a sales position is a challenge because of the nature of our business. For example, we both recently attended a week-long mandatory national sales meeting in another city. But my manager is supportive about making up lost “off” hours at other times.

Pat: What insights did you gain from the process of negotiating job sharing?

I had to be persistent. This would not happen on its own. [But] I’ve worked hard and have a good track record. I reminded my employer of my history of success. This is a technical position; they know it takes two years of training before somebody new can move any mountains [in sales]. So I was in a pretty good spot to ask for it.

Pat: Most of my flexible work proposal customers get relatively swift approval of their proposed work arrangement. Your situation was different; proposing something new at a mammoth corporation can take a while. How did that play out for you?

Janna: I was discouraged because it took months for my proposal to go through the chain of command. I thought, ‘This is time that I’m losing [with my kids].’ The biggest hurdle was having a very busy VP of Sales get it off his desk [to the next step].

My manager and regional sales manager were supportive but had to choose their timing well when bringing it up with their boss.

Pat: Now that your job sharing arrangement is in full swing, is your manager still supportive?

Janna: Yes. My boss sees it as a win because now he has two sets of eyes looking over a large sales territory. Another win was when I had shoulder surgery and was out for four weeks yet there was some coverage. He didn’t have to cover it.

Pat: How were employee benefits handled?

Janna: We both get full health benefits, and the 401K remains. And you know, with two people, there are two company cars, two phone bills, two airplane tickets to sales meetings, so [my employer] is really backing the arrangement.

What About Your Customers?

Pat: What did your customers think about your job sharing a sales position? 

Janna: Their faces light up when I introduce my job partner. We tell them we have six children between us. They are thrilled that [my employer] would do something like that to keep a valued employee. Several have told me that they wish they had had those options when their family was young. So overall all, the response has been, “Wow, what a great thing you’re doing for your employees.”

Pat: Cutting your hours meant cutting your income. How did you and your husband approach the decision to switch to shorter hours?

Janna: We sat down with pencil and paper to figure out how we could do this. What does this mean [for our lifestyle]? Financially, it’s manageable, plus we’re able to cut out child care expenses on Tuesdays and Fridays. My husband would have supported me in any decision, but he’s really happy for me.

Pat: What has surprised you about the job sharing arrangement?

Janna: I’ve gained a new best friend! My job partner and I are like long-lost friends. I enjoy her thoroughly. In that way, it’s blown my expectations.

Pat: Anything else you’d like to add?

Janna: My bosses knew this arrangement was important to me, but I wanted them to know it was important to my kids, too. So I had each of my kids write a note to my manager and regional sales manager. Their thoughts about having mommy around more really “brought it home” to my managers.

Takeaway Tips

1. Expand your thinking beyond black and white choices, e.g., work traditional full-time or quit. There are many different work options to match your specific needs.
2. Just because there’s no employer flexible work policy doesn’t mean it can’t be done. Asking works. Be thoroughly prepared. Janna used the Job Sharing Proposal Package.
3. Many professional jobs have such demanding responsibilities that a reduced workweek alone is not practical. In contrast, job sharing, where the job position remains full-time, is a way for your career to stay on track while you work part-time hours.
4. Are you underestimating the value you bring to your employer? Assess your contributions. You probably have more negotiating leverage than you’ve acknowledged.

Job sharing a sales position is not unusual. Over the years, sales people and teachers stand out as the professionals I hear from most often with a job sharing story. Why not be next? Learn more about the job sharing proposal template that Janna used.

 

 

Now that you know how to find and choose your job sharing partner, consider the creative possibilities for splitting your schedule.

For many positions, a shortened workweek for each partner is the most practical arrangement, with a common one being:

Partner A: Works Monday, Tuesday and Wednesday morning
Partner B: Works Wednesday afternoon, Thursday and Friday

Some job sharing teams, usually in sales and other positions which need seamless integration, choose to overlap Wednesdays, both working a full day. This means they are each working 60%, with the two together equaling 1.2 FTE (full-time equivalent).

But practical isn’t the only way to go. Your position may lend itself to creative yet workable schedules.

I had one client, an ER nurse, who successfully negotiated to work six months off and six months on with another ER nurse. This allowed her to spend extended time at her vacation home in Scotland.

Another was a corporate pilot for the company’s private jet. Because she was always on call, she couldn’t plan anything with her family without the risk of interruption. So she arranged alternate-week job sharing so she could secure her time off.

Partners A and B alternate a certain number of weeks, or even months

Another variation alternates days throughout the week:

Partner A: Monday, Wednesday, alternating Fridays
Partner B: Tuesday, Thursday, alternating Fridays

Alternating days breaks up work continuity and is not one I’d recommend unless it’s a really good fit for your position and objectives. An example is a job with distinct tasks on any given day, e.g., a physical therapist working with a set number of clients.

One that I’ve seen work well with teachers is:

Partner A: Works mornings, five days a week
Partner B: Works afternoons, five days a week

Job sharing is not always split 50/50. Consider this possibility:

Partner A: Works three days a week (60%)
Partner B: Works two days a week (40%)

With a variety of workable ways to schedule a job sharing arrangement, you can be practical or creative—or both. Consider the needs and objectives of the position and of the two job partners in coming to a scheduling decision.

If you’re ready to get started, my Job Sharing Proposal Package equips you to make a first-rate presentation, and you can download your copy today. Let me know if you have any questions first. I’m glad to help.

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After you find some promising prospects, how do you choose a job sharing partner?

Your job sharing success depends heavily on who you choose as a partner. Get to know each of your prospective partners so that you make the right pick.

(Does this sound like dating?)

Check Compatibility

With each prospect, have a meeting to review the responsibilities of the job position. Discuss the expectations of the job sharing arrangement, as well. This meeting alone will give you an indication of compatibility.

As in any relationship, there is no perfect match, but before you choose a job sharing partner, that is, before you make a final selection, consider the following:

1. Good communicator: This tops the list because thorough and consistent communication is crucial to job sharing success. The arrangement needs to be as seamless as possible to others—as if you’re one person—so you don’t let anything fall through the cracks.

2. Cooperative: An attitude of mutual respect and support plus a give-and-take approach to the exchange of ideas are positive indicators of the “right” partner. Pass on the person with a competitive streak.

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

For example, a combination of your strong organizational skills and your partner’s creative bent will 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 it fosters harmony.

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. While you’re at it, you may want to discuss expectations about possible long-term absences, such as maternity leave or a short-term sabbatical.

Making the Selection

Follow your intuition about the match-up potential. Don’t ignore red flags; they’ll haunt you later. (Does this sound like dating? Oh, I said that already. You know what I mean.)

You may not start your job sharing arrangement as soon as you’d like, but it’s worth it for long-term success for you to take your time to pick the “right” job partner.

Thousands of professionals have use the Job Sharing Proposal Package as a fast and easy way to present their pitch for a job sharing arrangement at their current job. Learn more.

 

 

There are several advantages to job sharing, but some are particular to late-career professionals.

As a 50+ professional, you’re in a mature phase of your career. Like many of your peers, you want or need to continue to work, yet you’re interested in a more flexible way to work.

But your demanding level of job responsibilities could lead you to think it’s crazy to propose a shortened workweek of say, three days a week. Unless…

Unless you propose a job sharing arrangement. Job sharing is a form of part-time work where two people share the responsibilities of one full-time position.

5 Advantages of Job Sharing for People Over 50

Job sharing offers several pluses as part of a pre-retirement lifestyle.

You can work fewer than 4 days a week — For many high-responsibility jobs, working a shorter workweek would otherwise be impractical or impossible. With job sharing, it’s doable. And it’s desirable; working two or three days is enough for meaningful engagement at the job, plus partial income, plus lots of free time each week. Having a job partner makes it all possible. (Here are several job sharing scheduling options.)

Career momentum maintained —Though you work part time, your job position remains at full-tilt, full-time. This dispels concerns that your position is at risk of being marginalized if you go strictly part time, i.e., without a job partner.

Longer vacations —You’re in a stronger position to negotiate an extended vacation. If you like to travel, there are probably trip options you’re ready to take now that you didn’t have the time or money for in earlier stages of your career. Job sharing allows for longer times away at one stretch because of partial work coverage—as long as you get agreement from your job partner, of course.

Better benefits —You could retain many coveted employee benefits (think health care coverage, earned PTO and 401(k) contributions) that you wouldn’t get as a contracted worker. The specifics depend on your employer’s policy, or the job sharing deal you negotiate where there is no policy.

It’s a phased retirement option — You might share your job with another late-career employee who also wants a transition phase before full retirement. Or you might set up a job-share with a younger employee, acting as a mentor or trainer before you make your eventual exit. Expectant or new parents may especially welcome your invitation to explore the possibility of sharing your job.

How to Make a Request for a Job Sharing Arrangement

The advantages of job sharing are clear. Interested? Virtually any position can be redesigned into a job sharing arrangement. Including yours.

The Job Sharing Proposal Package includes a job restructuring worksheet that helps you answer the question,

“Exactly how will the work get done under your new job sharing arrangement?”

It will guide you step-by-step to asking for a job sharing arrangement with clarity and confidence. Learn more here.

If two people split one full-time position, how do job sharers split employee benefits such as health insurance and vacation time? It depends. Read on for options.

A job sharing set-up suggests a pro-ration of benefits, 50/50, or whatever schedule split is proposed. (There are several job sharing combinations to choose.)

But it really depends on the employer’s policy—if there is one. If your employer doesn’t have a job sharing policy, you’re in position to propose it the way you want it (to a degree).

Job Sharers: Focus on the High Value Employee Benefits

In my opinion, employer-sponsored medical insurance and retirement contributions (if offered) are where the real money value is, so concentrate your negotiations there.

Disability coverage, life insurance and paid time off have value, too. Prioritize them and assess what you can afford—and what you can afford to negotiate away for higher priority items. For example, an individual term life insurance can purchased for a reasonable amount on your own.

Some employers retain full-time employee benefits at a certain minimum hour level, for example, 32 or—more generous and unusual—24 hours a week. Research internal policies before outlining your proposal so you have the best personal plan. These planning steps are included in my Job Sharing Proposal Package.

If your prospective job sharing partner agrees to waive the health insurance benefits because of other coverage, e.g., under her spouse’s policy, then you can negotiate to retain the employer’s medical coverage.

Otherwise, for that, and for retirement benefits, vacations, sick days, etc., pro-rating is only fair to both individuals.

I’ve heard of one job sharing pair who handled the fairness issue this way: only one was allowed the employer-paid medical insurance, so that person paid for half the out-of-pocket insurance premium for the other person.

List and Prioritize Your Benefits

Work with your prospective job partner to prioritize the benefits, figure possible negotiating scenarios and outcomes with your employer, and devise some fair, mutually-agreeable solutions for each outcome.

Emphasize that any incremental costs are generally outweighed by the benefits of employee productivity, loyalty and retention. For an example in a job sharing success story I’ve highlighted, an enlightened employer provided full benefits for both job partners. Sweet.

Job sharing is an excellent way to get the work done while allowing more personal time for the two individual job partners.

Do your homework, and when you’re ready, plug the pieces into your Job Sharing Proposal Package.