 Could offering job sharing be the answer to attracting and retaining new employees? Initially you may be thinking...What? Two people doing one job? How will that help fill empty spots? .. but you might be surprised.
Statistics Canada reports unemployment rates are continuing to drop in Canada, however job vacancies are at an all time high (over a million in May 2022)! Employers are being forced to reorganize, lengthen delivery and production times, reduce service hours, and ask existing employees to work longer hours, all in an effort to keep their businesses afloat while they desperately search for new employees. Traditional offers of more pay and benefits are not working. Could offering people the ability to job share be a solution?
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 Have you ever come back from a leadership course enthused to try and start "implementing" some of the new strategies you have just learned, only to be met with blank stares by coworkers? Have you tried to use the "new tools" in the next team meeting, and found they didn't work the way they were supposed to? Did you find yourself looking around wondering "why isn't this working" and feeling less enthused? How long did it take until you just got frustrated, quit, and went back to your default methods of leadership? You may have just needed a coach on the bench with you...  Every employee that leaves your Organization will have a direct impact on your profit margin.
Just do the math-a 3 year employee gives you 2 weeks notice in February. You have to suddenly scramble to cover their shifts, their projects, their customers, and you suddenly lose their productivity and sales. You also have to try and find a replacement.... you waste time posting ads, looking over resumes (that have NOTHING to do with the skills required for this job), you run some interviews, HOPE for the best and hire someone new. Have you ever calculated just how much this impacting your bottom line? How many employees have you lost this year? Let' Break Down the Costs:  I HATE MY JOB! Have you ever heard that from an employee? They are seemingly disgruntled and grumpy all of the time. They come to work in a bad mood and seem to pull everyone down with them. You don’t know what to do or how to get them out of this “funk” they are in. You bring them in for a meeting and inevitably ask the question we all ask: “So what are your aspirations? Do you have some goals in the organization? Where do you see yourself in five years?”  How many times have you led a group meeting and said, “So what does everyone think about …” only to be answered with complete silence and people looking down at their knees? Why don’t people speak up?
Think about how pre-COVID-19 training sessions or meetings started. Everyone would wander into the room a few minutes early, coffee in hand, and start chatting about their kids, the weekend, holiday plans, and work challenges. After five to ten minutes, the meeting would start and people would inevitably continue to interact and share ideas.
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AuthorCarrie-Lynn Hotson is the author of Knowing Who You Lead, has created a series of blog posts to generate discussion, insight and inspire transformational leadership growth. Archives
October 2022
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