SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.
Do you have an HR or work-related question you’d like him to answer? Submit it here.
I have been on a long road recovering from a severe injury. I am at the point where I am ready to return to my career, but I want to do so initially on a part-time basis. What’s the best way to approach a prospective employer about part time in what would typically be a full-time field? —Leigh
Johnny C. Taylor, Jr.: I’m sorry to hear about your injury, but I’m glad to hear you’re ready to return to your career. Negotiating a part-time schedule in a role that’s typically full time is certainly possible with careful planning and clear communication.
The first step is to assess your work capacity. Determine the maximum hours you can work each week without compromising your health. Be realistic about your current capabilities.
From there, you should identify your value. Reflect on your unique skills, experience, and the value you bring to the role. Be ready to articulate why you are an asset to a company, even on a part-time basis. Once you’ve done this, you can begin looking for part-time opportunities.
Start searching for any part-time positions or flexible work arrangements within your field. Some companies may already offer part-time options that align with your needs. Identify full-time roles matching your skills and interests if suitable part-time positions aren’t available. Be prepared to discuss your situation during the application process.
Express genuine interest when contacting prospective employers. When applying, clearly express your enthusiasm for the role and the company. Highlight your relevant experience and skills. Be candid and professional about your reasons for seeking part-time work. Briefly explain your recovery process and your current limitations.
Focus on what you can contribute to the company. Assure the employer that you are committed to delivering high-quality work and meeting deadlines despite working fewer hours.
Once engaged with a prospective employer, lay out a game plan. Provide a clear proposal detailing your preferred working hours and days. Suggest a schedule that ensures you can still meet the critical demands of the role. Explain how you plan to manage your workload efficiently. Highlight any strategies or tools you use to maintain productivity. If you intend to transition to full-time work, let the employer know. This demonstrates your long-term commitment to the company.
Be ready to discuss and adjust your proposal based on the employer’s needs. They might suggest a trial period or a gradual increase in hours. Approach the conversation with confidence, transparency, and a positive attitude. Show your willingness to adapt and find a solution that benefits you and the company.
Provide references who can vouch for your work ethic and skills. This can help build trust with the prospective employer. If appropriate, consider sharing documentation from your health care provider supporting your ability to work part time.
By clearly communicating your value, showing flexibility, and providing a well-thought-out plan, you can effectively negotiate a part-time role that accommodates your current situation while still meeting the company’s needs. Good luck with your return to work!
I lead a dynamic account management team and we’re nearing the end of a demanding, four-month expansion campaign. The majority of the team has been working tirelessly, often exceeding 60 hours a week. While we’ve achieved significant success, it has come at a personal cost. How can I alleviate the stress and provide some respite for my team? —Cyril
Johnny C. Taylor, Jr.: Congratulations to you and your hardworking team on the success of your expansion campaign! Achieving such significant milestones is commendable, especially given the intense effort everyone has put in. It’s essential to recognize the personal costs involved and take proactive steps to alleviate stress and provide a break for your team. There are several strategies to consider when leading in a demanding work environment.
Show gratitude and recognition. Write personalized notes to each team member acknowledging their hard work and specific contributions. This gesture can significantly boost morale and show that their efforts are truly appreciated.
Offer bonuses, gift cards, or other financial incentives as a tangible way to recognize their hard work. This not only rewards their efforts but also reinforces the value the company places on their dedication.
Organize a celebration event, such as a team lunch, dinner, or an offsite retreat, to recognize the collective achievement and give everyone a chance to relax and bond.
Support time off and rest. Encourage team members to take some well-deserved time off to recharge. Lead by example by taking time off yourself to show that it’s essential and acceptable.
Implement flexible or summer hours, allowing employees to have shorter workdays or extended weekends to provide much-needed personal time and help them regain balance after the demanding period.
Support mental and physical well-being. Promote Employee Assistance Programs (EAPs), which offer resources and counseling for mental health, financial advice, and other personal issues. Making these resources accessible can help employees manage stress and maintain their well-being.
Provide access to wellness programs, including activities such as yoga, meditation sessions, fitness classes, or stress management webinars. These programs can help employees de-stress and improve their overall health.
Improve the work environment. Encouraging regular breaks and lunch away from desks helps prevent burnout and refreshes employees throughout the day.
If it’s feasible, consider remote work options to offer flexibility and comfort, reducing commuting time and allowing employees to work in a more relaxed environment.
Foster a positive culture. Maintain open lines of communication to understand your team’s needs and concerns. Regular check-ins can help you gauge their well-being and make necessary adjustments to support them.
Plan fun and engaging team-building activities. These can help strengthen relationships and improve team cohesion and can also serve as a break from the usual work routine.
By recognizing and rewarding your team’s hard work, encouraging rest and recovery, and supporting their well-being, you can help alleviate the stress they’ve experienced. These initiatives will not only help your employees recover and recharge, but also ensure a motivated, loyal, and productive workforce ready to tackle future challenges.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.