Overcoming Leadership Resistance & Proving the ROI of Job Sharing in Nonprofits


You’ve built your business case, drafted your proposal, and maybe even found a job share partner. But what if leadership still hesitates?

It’s totally normal for nonprofit leaders to worry about risk, especially when resources are tight and the stakes feel high. That’s why it’s crucial to anticipate concerns and be ready to show how job sharing isn't just a “nice-to-have”, it’s a smart, mission-aligned investment.

Here’s how to tackle resistance and prove the return on investment (ROI) of job sharing:

Common Concerns (and How to Address Them)

"It sounds complicated to manage two people for one role."
Solution: Emphasize that job share partners act as one cohesive unit, not two separate employees. Highlight plans for joint ownership, shared inboxes/calendars, and clear communication workflows.

"Will things fall through the cracks?"
Solution: Share how structured handoffs, shared documentation, and joint weekly meetings can actually improve continuity, especially compared to single full-time roles where absences can leave gaps.

"Won’t this cost us more?"
Solution: Remind leaders that salary and benefits (if offered) are typically split between two people, not doubled. Plus, organizations often save money by reducing turnover, burnout, and rehiring costs.

"What if one partner leaves?"
Solution: Propose succession plans where the remaining partner can train a replacement, minimizing disruption.

How to Prove the ROI of Job Sharing

1. Focus on Retention

  • Hiring is expensive. Replacing a mid-level employee can cost 20%+ of their salary (source: Center for American Progress).

  • Job sharing increases loyalty and reduces turnover by offering employees sustainable, long-term career paths.

2. Emphasize Increased Productivity

  • Research from The Job Share Project shows that job share teams can be up to 30% more productive than individual employees.

  • With two brains solving problems, work quality improves, deadlines are met more consistently, and new ideas emerge.

3. Highlight Mission Alignment

  • Nonprofits are about people and impact - not clocking hours.

  • Offering flexible work arrangements supports values like inclusion, sustainability, and wellness, which donors and funders increasingly care about.

4. Use Case Studies

  • Example: Public Health England successfully implemented job sharing at senior levels to increase retention and drive innovation. (Source: The Job Share Project)

  • Example: At Ferguson Enterprises, we built a job share program that retained top performers during major life transitions, keeping institutional knowledge and saving recruiting costs (Read all about it here).

Practical Tips for Making the Case

  • Pilot First: Propose a 3-6 month trial with regular check-ins to ease leadership into it.

  • Show Numbers: Estimate potential turnover cost savings or productivity gains.

  • Lead with the Mission: Frame job sharing as a way to better serve the community without overextending limited resources.

  • Bring Allies: If you have supporters in leadership, HR, or peers, ask them to advocate with you.

Bottom Line

Job sharing isn’t just about flexibility, it’s a powerful talent retention, cost-saving, and mission-aligned strategy. With the right preparation and framing, you can turn leadership skepticism into enthusiastic support.

Still not sure where to begin? Book a free consultation with the team at Talent-Elevated today!

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