COVID-19 changed the face of work overnight
The global pandemic changed the face of work overnight. As companies transitioned most or all of their workforces to working remotely, few had time to implement suitable preparation, training, or systems for a smooth transformation.
At the same time, COVID-19 threw a BIG curveball at working parents — over 40% of the workforce — who found themselves suddenly working remotely without chi
As a result, employees and employers are in crisis mode exhausting a LOT of energy to do their level-best work:
- Employees are managing anxiety and fears about their health and jobs while learning new technology and how to complete work from home.
- Managers are navigating the same challenges employees face while also learning to manage remotely and retain culture with teams working staggered schedules.
- Employers are working tirelessly to sustain their businesses and employees.
Leaders who will rise in the face of COVID-19
During these uncertain times, business leaders who listen, communicate, and are transparent, and companies that are agile, flexible, and innovative will not only survive but thrive as those on the vanguard.
Be an innovator with job sharing during COVID-19
For the same reasons that job sharing actively reduces burnout and high turnover while:
- Measurably improving productivity
- Increasing engagement
- Producing solution-driven results, and
- Reducing absenteeism and improving retention,
a job share program, temporary or not, is an innovative talent solution during this unprecedented time. Employers benefit from leveraging the skill sets of two talent — highly accountable to one another — in one full-time position.
combat challenges unique to covid-19 with a job share program
In addition, job sharing combats challenges unique to COVID-19. A job share program will help your company:
- Prevent job layoffs by eliminating a position, not an employee
- Support working parents without childcare
- Increase employee well-being while decreasing added stress to managers
- Increase employee engagement during a time of instability and low morale
- Maintain continuous coverage during a leave due to illness
1. Prevent job layoffs by Eliminating a position, not an employee
Top economists are already suggesting work-sharing, and even job sharing, to ease the psychological and layoff pain resulting from COVID-19. When companies find themselves faced with the hard reality of cutting overhead and talent, job sharing will allow them to eliminate a position without eliminating an employee.
Once the workforce begins a return to normalcy, keeping your talent on-staff, just on a reduced schedule, will reduce recruitment costs and ensure you’re ready to forge ahead.
2. Support working parents without childcare
Job Sharing uniquely allows working parents without childcare or school to separate and prioritize work and life to bring their best, even within their home. Employers get full workweek coverage while employees keep pace with 24/7 work demands.
Job sharers work half the week, handing over the work baton to their partner the other half, so that they can care for their children. Work happens seamlessly, and employees find a sustainable work-life balance during COVID-19.
3. Increase employee well-being while decreasing added stress to managers
Managers face new challenges during COVID-19: how to support the well-being of a stressed workforce while managing an entire team suddenly working remotely. All, while they are likely in the same boat as those they manage.
A Gallup survey of 2 million reveals the number one factor for employee happiness at work is having a work best friend. It’s one reason research shows job sharers to be among the happiest, most productive, and loyal employees. During this unprecedented time, job share partners can fulfill a vital role — as a Quaranteam: accountability partners who serve as a vital support system for one another. This takes additional pressure off of already-stressed managers.
4. increase employee engagement during a time of instability and low morale
A decade-plus after the Great Recession, many remember the long-time toll layoffs and cost-cutting measures took on employee engagement. The instability of a down economy can leave employee morale bankrupt and burnout and turnover high.
During an unprecedented time of personal and professional stress, with the added fears of illness or even morbidity, job sharing will increase employee engagement with accountability teams that leverage their two skill sets to achieve their goals while supporting and motivating one another.
5. Maintain Coverage during leave due to illness
Job share partners often cover one another during medical or parental leave. During a time where a majority of Americans could contract COVID-19, job sharing is an innovative work coverage solution. Ordinarily, the workload would fall to already stressed employees or managers to simply “cover” the work, unfamiliar with the position’s day-to-day responsibilities. But job share teams are uniquely suited to step-in and ensure seamless work coverage should one partner become ill.
how Can my company implement a temporary job share program?
Work Muse can help you implement a temporary job share program to proactively reduce overhead while retaining top talent and institutional knowledge. At the same time, you’ll produce better results and continue your commitment to diversity, equity, and inclusion at a time when your competition might not.
Job sharing works in most roles, and while not for everyone, is a fit for many employees. A temporary job share program could continue as long as needed or when employers can support two full-time employees once again.
Work Muse is the first U.S. job share company and a global leader in job sharing. We design sustainable job share programs with training, implementation, and support for employers and employees. Work Muse will be launching the first-ever online job share training program Job Share Academy in the spring of 2020.
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