Part-Time, But Fully Committed

By offering the option of part-time employment, you can retain high performing team members who might have otherwise left due to work-life balance issues.

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It's time to change the thinking about part-time workers.  Conventional thinking was that part-time workers didn't have the same degree of involvement or commitment as full-time workers.  That's not the reality in 2010.  Due to company cutbacks from the recession and employee work/life balance choices, the ranks of part-time workers have risen.  Part-time workers have moved beyond clerical and retail sales positions to permeate all staffing levels, including more senior, strategic positions and white-collar professionals such as doctors and lawyers. By offering the option of part-time employment, you can retain high performing team members who might have otherwise left due to work/life balance issues.

Consider the following questions to clarify how part-time employment can fit within your organization:

• What are the criteria for eligibility for current employees?  Is there a certain performance standard that needs to be met before going part-time?
• What are your expectations for 'getting the job done?'
• How will you support part-timers when they're not in the office?
• How will you ensure communication among the department or organization?

Part-time employment can be a win-win for companies and employees.  It's time to leave behind our old perceptions about part-time workers, and recognize their valuable contributions to our organizations.

Read more about what Nancy and her team are doing to develop Exceptional Workplaces at http://www.insightperformance.com/blog/ or on their Facebook Page

Nancy Mobley is founder and CEO of Insight Performance, a human resource consulting firm focused on emerging and mid-market companies. Clients include biotech, medical device, manufacturing, banks and technology companies. @InsightPerf