The Employee’s Guide to Job Sharing (Yes, You Can Ask for This!)

Thinking about job sharing but not sure how to bring it up at work? You’re not alone. So many nonprofit professionals, especially working parents, caregivers, and those feeling burnout, crave more flexibility but aren’t sure how to ask for it.

The good news? Job sharing is a real, research-backed solution that benefits both employees and organizations. Even better, you can be the one to introduce it at your nonprofit (without it being awkward or risky). Let’s walk through how.

Step 1: Decide if Job Sharing Is Right for You

Job sharing could be a great fit if you:

  • Want to stay in your current role but can’t commit to full-time hours

  • Are returning from leave and want a gradual ramp-up

  • Crave more balance without giving up meaningful work

  • Enjoy collaboration and shared ownership

However job sharing might not be for you if (be honest with yourself!):

  • You prefer to work independently or dislike shared responsibilities

  • You have difficulty trusting others with your work

  • You struggle with consistent communication or time management

  • You’re in a highly reactive role that requires constant solo decision-making

Step 2: Find (or Propose) a Great Partner

Some people already know who they’d love to partner with. Others find their match internally. A few nonprofits are even open to helping pair folks, so don’t be afraid to ask HR or your supervisor if they’d be open to piloting a match process.

When looking for a partner, look for:

  • Shared values and similar work ethic

  • Complementary strengths and skills

  • Aligned communication styles

  • Similar scheduling needs and flexibility

Tip: Have an honest conversation before committing. Treat it like a mini job interview and talk about how you’d divide the work, stay connected, and handle overlap.

Step 3: Have the Conversation

Choose a time when your manager isn’t slammed. Be open, flexible, and collaborative, position this as a win-win. If they have questions or hesitations, be ready to address them:

Common Concern: “Won’t this create more work to manage?”
Your Response: “Actually, job share pairs often manage their own flow. We’d come to you aligned and with one voice.”

Common Concern: “What if things fall through the cracks?”
Your Response: “We’d build in overlap and clear communication to ensure a seamless handoff. Two people can actually improve coverage.”

Common Concern: “We don’t have a policy for that.”
Your Response: “Totally understandable, this could be a small pilot. I’d be happy to help draft a simple agreement.”

Reassure their concerns with real-world examples or research (like this article from Indeed or this case study from The Job Share Project).

We’ve created a simple business case template to help you prepare for the conversation, click here to read the next blog in our series: How to Pitch a Job Share Proposal.

Step 4: Set It Up for Success

If your employer says yes - amazing! Now’s the time to get clear on the structure:

  • Align on schedule, responsibilities, and handoff procedures

  • Block regular overlap time to sync up

  • Use shared tools for tracking work (email, project boards, etc.)

  • Keep open lines of communication, with each other and your manager

Bonus Tips from Job Sharers

  • Share one email inbox or project management tool
  • Keep a shared doc with “handoff notes”
  • Use voice memos or quick video updates if needed
  • Block 1–2 hours/week to collaborate live
  • Celebrate shared wins - you’re a team now!

Final Thoughts

Job sharing isn’t just a corporate perk, it’s a people-centered solution that fits beautifully in the nonprofit world. If you’re feeling stretched or stuck, this could be your chance to stay in the work you love, without burning out in the process.

And if you’re ready to go deeper, let’s talk! Talent-Elevated offers consults and matchmaking support for nonprofit professionals ready to work smarter (not harder).

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