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.
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.
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