Flexible Working Models Ensure Equal Opportunities and Efficiency [5 Reading Tips]

Flexible Working Models Reading Tips
Source: Unsplash/Jason Goodman

More and more companies are turning to collaborative working models – not only because they are increasingly becoming a decisive factor for people looking for a job, but also because companies can benefit from such models in many other ways.

Leading companies such as OTTO, Google and edding show how it is done and have been able to increase the number of women holding executive positions, retain well-qualified employees and work more efficiently – especially through job sharing.

Flexible Working Models: Why We Need Them

Many people simply cannot work 40 hours a week – whether it is because they are single parents, care for relatives, pursue further education alongside their job or just want to have more free time.

However, this does not make them less qualified employees – quite the opposite. Studies have shown that part-time employees usually work more effectively than full-time employees, as they make better use of their time at work and are more balanced due to the free time they have.

This means that companies should not pass up on well-qualified employees just because they want more flexibility. After all, flexible working hours and workplaces are becoming a matter of course.

For 39 per cent of job seekers, a lack of flexible working hours is a reason for turning down a job. For 26 per cent, it is a lack of flexibility in the workplace – and for another 26 per cent, it is the obligation to work full time in the office.

Flexible Working Models: From Theory to Practice

One solution to this is the job sharing model. Here, several people, usually two, share a full-time job and thus the tasks and responsibilities associated with it.

Corporate culture is crucial for such a scheme to work at all. Management must promote equal opportunities and support employees in trying things out. In addition, there is a need for role models who show that such schemes can work, but who also point out limitations and share their experiences.

Flexible Working Models: Opportunities and Challenges of Job Sharing

Besides acceptance within the company itself, this model requires a lot of organisational effort and communication between the »tandem partners«. It also means additional wage and incidental wage costs for the company.

Moreover, the close collaboration of two people provides potential for conflict and may create pressure to succeed. For this reason, trust and willingness to compromise are important prerequisites for the success of a job sharing team.

However, investing in job sharing models pays off because they can

  • boost the productivity and motivation of individuals
  • ensure knowledge transfer between »tandem partners«
  • prevent absences
  • proactively optimise handovers and stand-ins in the event of illness or holidays
  • make it possible to attend meetings that take place at the same time
  • give more women the opportunity to take up executive positions
  • strengthen the bond with the company

Flexibility at dotSource: Apply Now!

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As a team, we work together on our mission to transform companies into digital champions. Individual working time models, flexible workplaces and additional leisure activities enable us to give our best every day.

Show us what you’ve got and submit your application now!

Our 5 Reading Tips of the Week

Your Career at dotSource! [dotSource]

Flexible Working Models Explained [Askews Legal LLP]

Is Job Sharing the Future of Flexible Work? [Refinery29]

How to Make Job Share Work [DavidsonMorris|

Why Firms Should Maintain a Flexible Working Model [People Management]

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