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Ford Motor Company has launched a matchmaking tool that helps employees find potential partners to share jobs with.
Piloting in the UK and Germany following a successful trial in the US, web-based application connects employees who want to reduce their working hours to fulfill childcare or other non-work responsibilities.
Within eight weeks of the European launch, 87 employees had signed up and made five connections between them. B
Based on the results at the end of the pilot period, the engine company, famous for its early introduction of weekends and 40-hour working weeks, hopes to roll it out worldwide.
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Speaking Mr magazine Peter Godsell, Chief Human Resources Officer, International Operations, Ford Motor Company, said: “Ford is seen as a very, I would say, formulaic, systematized company, and to some extent that’s true – if you’re doing large-scale, complex engineering, you need a certain amount of systems and processes – but what’s really behind it are a few things.
“In order to stay relevant in the world and what our employees would demand, we had to take steps to provide additional flexibility, and then we’re going through this massive industry transition from traditional heavy equipment to much more software and technology. – oriented company. And we’re now competing for talent in pools that we haven’t had to compete in before.
This is part of the company’s wider transformation strategy, which has accelerated since the Covid-19 pandemic.
Godsell added: “We are on this journey to transform many aspects of the business and bring it together under a mantra we call Ford Plus.
“This is a transformation of our company, including a cultural transformation, processes, organizational structure and everything that will allow us to become a company focused on the future.”
Sian Hodgson-Wood (pictured right), joint consumer portfolio manager at Ford Credit TSP, is one of the beneficiaries of Ford’s job sharing.
He has been working with his co-star Gillian Humphries since 2015 and it was a coincidence that they were a good fit.
Both went part-time for the same promotion and were later offered the role as a job.
As part of the Women at Ford Employee Resource Group (ERG), they have both supported the introduction of the JobShare Connect app to help other colleagues find similar flexible work opportunities without leaving it to chance.
Hodgson-Wood spoke Mr magazine: “Job-sharing has been a topic at Ford for many, many years, but the one thing holding it back is finding a partner.
“To me, it’s about putting the flexible workforce in the hands of employees to go out, find somebody, get together and then use that opportunity to share a job within the organization because you can appreciate our size in the company. hard to know who’s out there.”
He said the success of the agreement depends on communication between the work-sharing partners.
He added: “You have to find someone with whom you can communicate absolutely transparently and seamlessly. If you shared a job with someone who you couldn’t work well with, or didn’t like, respect or get along with, I think that would be an absolute nightmare. It’s a bit like marriage.”
Between them, Hodgson-Wood and Humphries have developed well-defined roles that play to their strengths, which helps them delegate effectively and minimize potential complications.
They share a OneNote notebook and other collaboration tools to make sure they’re on the same page.
To avoid confusion for surrounding teams and facilitate communication, they ask instant messages and other colleagues to message them both to find out who is taking charge.
Hodgson-Wood added: “Gill and I have taken more of our roles in the slightly separate roles that we do together. [We have] we can keep up with what each other is doing so we can cover, but he’s an expert on that, I’m an expert on that and what we do together. And it worked well for us. “
The introduction of the app has also prompted all paid roles at Ford to be shareable as standard, with the onus on managers to prove that the job is not suitable for such an arrangement.
The exception is the company’s hourly production staff, due to how difficult it would be to implement alongside shift patterns.
Godsell added: “The way we run this business, which is usually in shifts and whatnot, makes it difficult to implement these types of tools, but working in shifts brings a different type of flexibility.
“I think there are roles where there’s a really big requirement for continuity and handover, but I’d have to say they’re the exception rather than the rule. I mean in senior and management positions, we’ve been able to make it work.
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