by Rachel Smith
09 May 2014
I have several friends currently working in full-time, in-house positions after long stints freelancing. I know for some it’s been great – regular paycheck, structured hours, no need to hustle. For others, it’s an adjustment (especially if you’re used to writing at odd times rather than 9-5). We’ve all had long conversations about why our industry is so behind on job-sharing.
Actually, there seems to be a lot of resistance in general to more flexible ways of working, be it hiring someone on retainer to churn out copy two days a week – or offering job-sharing opportunities that split the workload between two people. (As opposed to part-time positions, which can be notorious for paying you less but forcing you to toil for longer to get the work done).
I know many talented freelancers who’d jump at the chance to job-share. Are many media and digital companies possibly missing out on that incredible talent because of an inflexible, 9-5 Monday to Friday corporate culture? Maybe. It was a different story when I lived in the UK. I worked as a sub for IPC, the London arm of what is now Bauer. This was a good 15 years ago now, and the company was incredibly progressive in a lot of ways.
Around 40 percent of the journos and subs I worked with were in permanent part-time job-sharing roles. One might start a story or layout, and the other might finish it. Systems were in place to ensure the weekly handover was seamless. From what I saw, editors encouraged the practice, not least because the mags benefitted from two fresh sets of eyes, skill-sets and creative minds instead of one. The set-up allowed job-sharers to have a life and still have their finger on the freelance pulse. There was never a problem of finding cover in times of holidays or illness, companies enjoyed lower rates of absenteeism and – no surprises here – way more productivity. This reflects research about how people who have more opportunity to set their own hours are happier, healthier and more productive. Goodbye burn-out.
For wannabe job-sharers, maybe it’s about being proactive and applying as a team. (We have a script on how to do this in our scripts ebook.) Essentially, you’d make a case to the editor or employer about how it would work and presenting yourselves as a package deal. After all, you’ve got so much to gain if the employer goes for it.
What do you think? Is job-sharing something you’ve suggested to a current or former employer? Are you in a job-share position right now? Are you an editor who’d like to offer more job-sharing, or who prefers full-time employees over job-sharers? Which Australian media companies out there ARE supportive of this practice?
Hero image by Elaine Casap
Years ago when I worked at ACP and I had two young children, I helped to negotiate the company’s first go at job sharing. I job-shared the Assistant Editor role at the AWW cookbooks with the existing assistant editor, who wanted to go part-time. It took a while to persuade management, but it was a great success when we got it through. It was wonderful for me because I actually moved up the career ladder again, which I had previously lost while freelancing. No one offers senior roles to part-time people!
Unfortunately when I left the idea to go to a full-time job, the job sharing was abandoned and I don’t know if it ever happened again.
Kayte – do let me know how that goes!
Lisa T – love any workplaces that are progressive and agree we need MORE of it. Job-sharing is long overdue. I really am starting to think it’s about job-seekers being proactive and doing what your subs did – going in as a team.
John – agree. Day rates are a travesty which is why I’m always banging on about having your finger in a lot of pies so we don’t feel in-house gigs are our only option. It’d hard sometimes though when you’re in a slow patch and you feel they’ve got you over a barrel.
LeighLivingstone – I’m so glad to hear you’ve worked out a job-share! I’m guessing you know the other freelancer you’ll be sharing with? How have the parameters of the role been worked out – has that been something you’ve done or the editors have set?
Lynne – I think it’s great you did that! Clearly these roles aren’t falling into our laps so it is about being proactive and negotiating them ourselves.
I am just about to make the transition from full-time freelancer to a part-time job-sharing role at Pacific Magazines. It is a great option for me because I want to continue the varied work that I love doing as a freelancer but I am also getting to work for a company and boss that I am very excited about. I believe the term is ‘having your cake and eating it too’?
It does seem job-sharing is more acceptable when maternity leave or having children are involved. It’s a shame that it isn’t more popular outside of these circumstances because people like me (without children) would benefit greatly.
I am not sure if this classifies as ‘job sharing’, but there are a lot of positions going for journos to do extended casual stints at mag companies, working 2 -3 days a week, while other freelancers make up the other days.
The only thing about this is that the day rate has dropped – in some cases – by $200 per day since the mid-1990s. My skills have not been devalued over the past two decades, so why are we being offered such ridiculous rates to work in-house?
I am always happy to go in house and will job share any time, but for a rate that is commensurate with my skills and abilities.
Yes yes yes!
This type of progress in the workplace is long overdue. When I worked at Vogue Living, we appointed 2 chief sub-editors in a job-share arrangement, 2 days each. They were, fortuitously, friends as well as colleagues and pitched the idea to us – we jumped at the opportunity to have them both. It’s about retaining talent in the business and promoting your business as a progressive (and family-friendly, if that applies) workplace which is a huge selling point.
There are always a few challenges – the handover can be time-consuming if your days don’t overlap – but so worth it to attract and keep good staff. These challenges are minimal, really – and enables employers to offer better flexibility which is good for everyone. So many benefits for organisations and staff alike!
Whole-heartedly agree! I was just this week discussing the Lantern senior editor job that was advertised here recently with a friend and we agreed that while we’d both love to do it, family commitments meant that neither of us would be able to do it full-time. If they haven’t yet found someone, she is going to suggest it to them…