Hacking job share: how to get the right job share partners?

Hacking job share: how to get the right job share partners?

Gemini3 and Jungle Strategies co-hosted a thought provoking hacking job share roundtable with leading organisations Origin, Optus, Microsoft, GHD, Boeing, JLL and Wellbeing Australia. The purpose of this roundtable was to discuss the reality of job share and why accelerating the adoption of this arrangement will be the key to solving flexibility.

Over the next few weeks, we will post short articles sharing key learning and insights discovered during this roundtable. This fifth article sharing the learning on how to find the best job share partners.  

Click on this link to download the full version of the <Hacking jobshare playbook>

How to get the right job share partners?

This is probably the most critical part of making job share a success.  So here are some of the recommendations from our guest speakers Job share CEOs Lucy Foster and Catherine Van der Veen of Gen Life and other successful examples in other organisations:

  1. Before pairing with anyone each candidate has to make sure they are actually the right person to job share with anyone.  As Catherine says “ you have you park your ego in service of the partnership” and not everyone can do that.  If you are a perfectionist who likes to control things you may need to reconsider job sharing.  Gemini3 have a job share readiness test people can take to see if they truly are ready.
  2. Once two people decide they individually are ready evaluate the values and needs of each.  The two people have to make sure they are on the same page, and one of the most critical ones is their level of ambition in the role.  As Catherine mentions: “You need to make sure you are not shackled to someone who will hold you back, it’s important to find someone who propels you forward”. In Lucy’s experience in her three job share roles with different partners the one that did not work as best was exactly for this reason – different levels and expectations of what they needed from the role
  3. Get very clear what each person brings to the table and what their strengths will be
  4. Be very clear what each person’s blind spots or weaknesses are and how hopefully each will complement each other – pair people for this.  Catherine says “All my weaknesses are Lucy’s strengths and vice versa. But we share a common drive, vision and set of values.”
  5. Take the learnings from self-reflection and sharing and apply to work practices – Lucy told us that “Catherine is the big picture person and starter, I am the executor and stronger at detail orientation.  So Catherine starts some things and I finish them and it works great for us”
  6. Make sure the pair can have some frank conversations with each other when things don’t work – there will be times that adjustments have to be made to how they work, and they need to be able to have those open conversations.
  7. Make sure the pair sets up structure in how they work and they are disciplined about it.  Structure is key to be flexibility.
  8. Just as critical to success is not just on boarding the pair but on boarding the managers.  

If you need any support in matching and onboarding new job share partners contact Juggle Strategies and Gemini3. Juggle Strategies offer training, consulting and design services to help organisations make flexibility just the way they do business, while Gemini3 offers a questionnaire and an enterprise platform to match ideal job share partners. We would be delighted to help you, whatever stage of your journey you may be on.

Click on this link to download the full version of the <Hacking jobshare playbook>