Job sharing is more than just "part-time for two": Two people share a single full-time position, with clear responsibilities, shared goals, and well-organized handovers. This approach can work in office, IT, or technical roles—provided the ground rules are clear.
How Job Sharing Works in Practice
It’s important to set up a system that measures performance and minimizes friction. Early on, decide whether you want to work as a tandem (jointly responsible) or keep tasks strictly separate.
- Shared goals and KPIs: How is “done” defined?
- Fixed handover times: short, binding, well-documented
- A single communication channel: Who informs whom, and when?
- Backup plan: Who covers during vacation or illness?
Checklist for Candidates and Employers
If you’re applying, it pays to bring a mini-concept: task distribution, availability, and touchpoints. Employers benefit from greater coverage and reduced risk of absences—as long as the processes are clear.
- Define the core tasks of the role (max. 6–8).
- Assign tasks based on strengths and mark which are “shared”.
- Agree on handover and documentation methods (e.g., ticketing system, notes).
- Set pay and responsibilities transparently.
Job sharing works best when managed like a small project: clear roles, clear communication, clear results.
If you want to try job sharing, start with a 3-month pilot phase and evaluate quality, speed, and team feedback.