Information

The concept of job sharing is not new. It originated in the USA more than 40 years ago. The fact that it is gaining new momentum today thanks to digitization and interconnectivity is due to the growing number of employees who want to better balance their family and professional lives. It also fits into the so-called sharing economy. Sharing at all levels is leading to a reflection on the distribution of income and wealth in general.

HR managers can use their knowledge to guide company management towards new forms of work and optimize the potential of part-time employees in the process. In order to support employees on the path of job sharing, HR managers have a clear vision of possible work models and of how they can be put into practice. HR leaders should support any realistic initiatives from engaged, innovative employees.

In order to reap the benefits of job and top sharing in your organization, HR leaders and management should take some precautions before the position is created. As an employer, you therefore set the course for the success of the job and top sharing project as early as the recruiting stage.

Avant-garde companies in Switzerland already have a chart that lists the requirements for job sharing in management positions and the corresponding benefits. Such policies in the company facilitate access to job sharing information and encourage people to apply in these companies.

Interne Stellenangebote sollten die Möglichkeit des Jobsharings explizit erwähnen (100%-Stelle oder Jobsharing), um potenzielle Mitarbeiter:innen zu ermuntern, diese Alternative in Erwägung zu ziehen. fJob- und Topsharing-Stellen-Inserate können auf unserer Webseite veröffentlicht werden. Kontaktieren Sie info@wejobshare.ch

Pursuing different careers at the same time is a trend that is gaining more and more importance in Switzerland. This can also involve a combination of self-employed and non-self-employed work. In Switzerland, the proportion of so-called slashers is increasing more and more, see article IK PersonalCH.

Job and top sharing promote slash careers. Job sharing allows to combine slash careers with interesting part-time jobs. Top sharing even makes it possible to combine a management position with part-time work, and to pursue a parallel activity on the side.

Finding a suitable partner is a basic requirement for job sharing. The tandem can only work if a basis of trust and exchange has been created. Companies can also purchase digital tools such as a cloud derivation from our platform wejobshare.ch to bring pairs together within the company. This way, duos can systematically find each other and apply.

Job sharing is not just a model for averagely qualified workers. Executives in management positions have also been using the working time model for a long time in order to better reconcile work, family and free time. Above all, job sharing enables women to return to work quickly and in a family-friendly manner after maternity leave.

Although job sharers legally pursue normal part-time work, the work model also offers some advantages for employers.

In times of a shortage of skilled workers, job sharing, for example, is a good way of retaining qualified staff and positioning the company as a flexible and attractive employer. The relatively manageable additional costs are offset by motivated, productive and satisfied employees who perform correspondingly well – and make the company as successful as it is competitive.

The success of job sharing depends on the commitment of the people who practice it and their aptitude for teamwork. One thing is clear: job sharing is not for everyone. Self-willed personalities with big egos or people who have difficulty sharing information and power, or who think they are irreplaceable, cannot practice harmonious job sharing.

Experience shows that the following conditions or characteristics should be present for job sharing: Flexibility, open mind, shared values, generosity, critical judgment through the ability to self-reflect, and, if necessary, to deal constructively with conflict.

Employers should set up all conditions to allow regular support and a positive attitude towards duos in job or top sharing, see support to HR Managers by our association PTO..

Intergenerational job sharing allows for the mutual transfer of knowledge, specifically:

 In intergenerational job sharing, the older person who has a managerial position and wants to reduce his employment level shares a job with a younger employee who has less experience, especially of the managerial function. By continuing to perform an exciting job, the older person can pass on his knowledge as well as pass on the corporate cultural.

 Technical know-how and competencies from current training courses of the junior staff in return represent an added value for the older partner. By exchanging differentiated knowledge, the duo can improve their performance.

Possible support for job or top sharing applications can be obtained from specialized consultants. A newly hired job or top sharing team could use the expertise of a coach to optimize internal processes on a day-to-day basis, especially in the case of top sharing. We also advise HR managers on the recruitment process and implementation in the first months of a duo.

If you need advice, contact us at info@go4jobsharing.ch or coaching@go4jobsharing.ch.