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There can be many benefits in hiring part time employees. Take a look to see what they are both pros and cons.

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Employees working 30 hours or less per month are considered part-time workers, while those working more than 30 hours are full-time workers.

Hiring part-time workers may be more cost-effective for small businesses that don't yet know how long it should take to accomplish certain job duties or that require highly skilled employees.

Small businesses that have fewer than 50 employees are not required to offer health insurance to full-time employees.

For years, many organizations and companies resisted allowing their employees to work remotely, believing it was impossible for many roles to translate to a remote model. However, once the now-infamous COVID-19 coronavirus hit, everyone got a big wake-up call to what's possible. Seemingly overnight, thousands of workers transitioned from onsite employees to full-time remote workers, raising a new question: What, exactly, do we need from our workforce?

Now, questions not only of remote versus in-office workers are being raised, but also of part-time versus full-time employees. After all, many jobs that were thought to require an in-office presence don't, so perhaps some of the old lines between part time and full time need reevaluating as well. This is especially relevant for small businesses that struggle to attract and retain talent.

If you're preparing to hire new employees whilst keeping your bottom line in check, you'd do well to consider which roles require a full-time employee and which jobs might be best filled as part-time positions. Here's everything you need to know about full-time versus part-time employment.

Definition of full-time vs. part-time work

Let's start with what constitutes a full-time versus a part-time employee. There is some leeway on this from company to company, but part-timers are typically employees who work fewer than 30 hours per week, while full-timers work more than 30 hours per week, usually between 35 and 50 hours weekly.

According to the U.S. Department of Labor, "The Fair Labor Standards Act (FLSA) does not define full-time employment or part-time employment. This is a matter generally to be determined by the employer."

What are the pros of hiring full-time employees?

Full-time employees are the standard in many industries. Some benefits of employing full-time staff are ease of scheduling meetings, perception of loyalty, and more work hours per person.

Ease of scheduling: It can be easier to schedule meetings when you know all your staff is working the exact same hours. Of course, if you have full-time employees who are remote or in various time zones, this may not be the case.

Perception of loyalty: Employers often view full-time employees as more committed to the company and less likely to job-hop than contractors or part-time workers. While this may or may not be true in practice, the perception persists.

More work hours per person (i.e., fewer employees): The primary reason people hire full-time employees is time and ease. Every job requires a set number of hours to complete, and many employers would rather employ one full-time person than two part-time people.

What are the cons of hiring full-time employees?

The short answer is that it's expensive to hire full-time workers. By design, a single full-time employee costs more than a single part-time employee. Even if you do not offer the full-time employee benefits (which many companies are required to do by law, further increasing the costs), 40 hours a week costs more than 20 hours a week.

Additionally, when you have to pay for 40 hours per week of someone's time, you may have to settle for a slightly less experienced full-timer, as opposed to a more experienced (and more expensive per hour, but still cheaper overall) part-time worker.

What are the pros of hiring part-time employees?

The benefit of hiring part-time employees is twofold. Firstly, it's less expensive to pay for fewer hours of work, and a lean but efficient workforce is essential for those living close to the balance sheet. Second, paying for fewer hours of work overall may make it affordable to hire more experienced professionals.

While it may seem inefficient to hire workers for less time, that's not always the case. Plenty of studies indicate that workers spend a large amount of time not working while getting paid at work. If you set measurable goals for your part-time employees, you may be surprised what one efficient part-timer can accomplish.

Another major advantage to hiring a part-time employee is that it may allow you to get a higher-caliber professional than your small business would be able to afford at full-time hours. For example, if you can only afford to spend $35,000 a year on a salary for a new social media marketer and want a full-timer, you'll have to hire someone with very little experience. However, if you take that same $35,000 and use it to hire someone highly experienced for part-time hours, they may be able to accomplish more in 10 or 15 hours a week than a recent college graduate can in 40 hours or more.

More time on the clock doesn't always equal more efficiency.

What are the cons of hiring part-time employees?

Part-time employees are not available to you 40 hours per week, they may or may not be getting benefits from you, and they may have other clients paying them. Because of these factors, some employers feel that part-time workers are more likely to jump ship if waters get rough. They are viewed as less dependent on income than full-time workers whose salaries (and often health insurance and retirement accounts) are tied to their jobs. However, many companies do offer benefits to part-time employees, which may mitigate this issue (though it would increase costs).

Additionally, scheduling part-time employees either on their own or alongside full-time employees can be a logistical hurdle for businesses that aren't adept at flexible scheduling yet. Human resources departments may be reluctant to add a new type of worker to their management routines, and managers may struggle to adapt to having employees who aren't available all day long, but only during certain shifts.

What is job sharing?

Job sharing is the splitting of one full-time job into two part-time jobs. Job sharing can be advantageous for small businesses that are in early growth stages or having difficulty attracting excellent full-time employees. Many highly skilled professionals are only available for part-time hours, such as some parents, people with disabilities, and people who are seeking greater work-life balance or pursuing other part-time goals, like higher education or starting a business.

According to the U.S. Department of Labor, "The benefits of job sharing are said to include increased morale and productivity. Job sharing can also be an attractive way to recruit new employees and retain current ones. In order for a job sharing arrangement to be successful, however, both individuals must be able to handle the position as efficiently as one person."

Another benefit is that when a job is shared, if one employee (or one half of the job) doesn't work out, gets sick or simply leaves for a better offer, the job is not entirely unstaffed.

Part-time vs. full-time employees - which is better for my business?

The short answer is that it depends on your business. If you're not sure how many hours per week a job takes to complete, you might be better off starting with temporary or part-time staff, since they work fewer hours and cost less money. Once you have an idea of the output for the part-time positions in your company, it should be easier to gauge whether you truly need someone for 40 hours or more per week.

Many business owners assume that hiring full-time positions means paying for costly benefits like health insurance, but that's only true for businesses that employ 50 or more people. If your business is smaller than that, you have no legal obligation to provide health insurance to any of your employees, regardless of the hours they work.

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Full- vs. Part-Time Employees: Which Is Best for You? - business.com

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Employees working 30 hours or less per month are considered part-time workers, while those working more than 30 hours are full-time workers. Hiring part-time workers may be more cost-effective for small businesses that don't yet know how long it should take to accomplish certain job duties or that require highly skilled employees.

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What is the meaning of DEI?

Diversity, equity and inclusion

Diversity, equity and inclusion (DEI) is a term used to describe policies and programs that promote the representation and participation of different groups of individuals, including people of different ages, races and ethnicities, abilities and disabilities, genders, religions, cultures and sexual orientations.

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What is DEI (Diversity, Equity, and Inclusion)?

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Skills needed to become a great manager:

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Skills needed to become a great manager:

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Perspective

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Management is one of the hardest jobs on the planet. Imagine needing to be self aware all of the time. I believe that being self aware is one of the most important characteristics of a great leader. People who are self-aware are also very intuitive and can often help team members grow and develop. Check out this article regarding skills that can help you become a better manager:

https://www.indeed.com/career-advice/career-development/effective-management-skills

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When you're in a management position, you're responsible for the collective and individual success of your employees. You need a comprehensive and well-developed skill set to do this effectively. In this article, we explain what management skills are, provide a list of some of the most effective management skills and detail the steps you can take to improve your abilities in this area.

What are management skills?

Management skills are the abilities and attributes that allow you to successfully fulfill the role and responsibilities of a management position. An effective manager must be able to supervise employees, create a positive work environment and ensure that every area of the department or organization is functioning efficiently and cohesively. To do this, you must possess a variety of hard and soft leadership skills. These skills are usually developed through both training and practical experience.

Related: Management Skills: Definition and Examples

10 effective management skills

Here's a closer look at some of the skills that are vital in a management role:

1. Communication skills

Management positions are typically people-focused, which is why it's imperative that you be an excellent communicator. Aside from enabling you to effectively share vital information, communication allows you to build trust with your employees and gain insight into their professional well-being and goals.

As a manager, you should check in with your staff frequently to make sure that they have clarity about their goals, expectations and overall role within the organization.

Remember that nonverbal communication and active listening are important aspects of communication. Though you should be mindful of the words you choose in your verbal and written communications, it's also vital that you pay attention to your body language to ensure that it aligns with what you're communicating.

To actively listen, focus on the speaker by avoiding distractions and evaluating their nonverbal cues. Doing this will aid your understanding of their message, make them feel heard and valued and allow you to respond in an appropriate manner.

2. Time management skills

Though possessing time management skills is imperative for completing necessary tasks in a management role, it's also an important skill to have because it equips you to help your team develop it, making them more efficient and productive. You can get involved with the time management strategies of your employees while still avoiding micromanaging by asking them about their work processes.

For example, you could gain insight into the types of assignments they take on and the methods they use to prioritize tasks and then help them identify ways to streamline their processes.

You should also evaluate the collaboration and production tools that your staff has at their disposal so that you can ensure that they are optimized for each individual's role.

3. Collaboration

Managers are responsible for fostering a positive and collaborative environment. Teamwork is important in nearly every organization, regardless of the industry, because it encourages a great company culture and boosts the performance of employees. You can help your team build great relationships by encouraging your employees to get to know one another's personalities, professional goals and individual skill sets. Create team-building opportunities and make sure that your staff has access to the collaboration tools they need.

4. Delegation

Being a good manager usually means that you possess the ability to orchestrate your staff based on their professional goals and personal strengths. Aside from being a necessary tool for accomplishing tasks in a timely manner, delegation also empowers your employees, encourages trust and develops their skills.

To become great at delegation, you should evaluate the professional goals, passions and strengths of each member of your team. This allows you to structure projects and assign tasks in ways that both motivate and develop your employees, which often improves their overall performance.

5. Problem-solving skills

As a manager, you often have to help your team navigate difficulties and challenges, which is why problem-solving skills are so important in this role. You must be able to evaluate an issue and practice decisive and confident decision-making, but you should also help your employees develop these skills for themselves. A great way to do this is by guiding your team through adverse situations and modeling the appropriate way to handle stressful situations.

6. Giving and receiving feedback

Constructive feedback can be difficult to give and accept, but it's an important component of any effective workplace. Aside from just pointing out areas that need improvement, constructive feedback provides strategies on how employees can improve their performance and a discussion about the actionable steps they can take to achieve this change.

Remember that feedback should be a mixture of positive and constructive and delivered regularly. Additionally, encourage your staff to give you honest feedback about how you're functioning in your role.

7. Emotional intelligence

Emotional intelligence (EQ) relies heavily on empathy because it refers to your ability to connect with and understand your employees. By developing an understanding of each individual on your staff's personal and professional needs, you can support them more effectively and understand the methods you should use to motivate them.

8. Inclusivity

Building diverse teams of people with a wide range of experiences and backgrounds encourages creativity by introducing new perspectives. These unique points of view often lead to an increase in innovation, so it's important that you foster an inclusive environment by promoting authenticity in the workplace. You should also practice your active listening skills and prioritize getting the feedback, ideas and opinions of your employees.

9. Interpersonal skills

Interpersonal skills allow you to handle a variety of social situations and build relationships with others. Because connecting with your staff is such a vital aspect of effective management, it's imperative that you have well-developed interpersonal skills.

10. Motivation

A good manager has to be able to motivate their staff to accomplish the goals of the organization. There are a number of motivation strategies you can use, but really you need to choose the methods that align with your company's culture and the personalities of your team members.

Related: Guide To People Management: Definition, Tips and Skills

How to improve management skills

If you're hoping to enhance your management skills, you can follow these simple steps:

1. Focus on one skill at a time. Managing others requires a wide range of skills, so it can be helpful to focus on developing one individual skill at a time.

2. Participate in training opportunities. You can develop your skills by reading books and signing up for professional development courses. Find out if your company offers or sponsors management training programs.

3. Get a mentor. Mentors offer individualized attention that can greatly benefit your career. In many cases, they're able to help you identify your areas of improvement and develop personalized strategies for success.

4. Seek advice or feedback from fellow managers. Talk to your supervisor as well as other managers to find out ways that you can develop your management skills.

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10 Skills That Can Help You Become an Effective Manager

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When you're in a management position, you're responsible for the collective and individual success of your employees. You need a comprehensive and well-developed skill set to do this effectively. In this article, we explain what management skills are, provide a list of some of the most effective management skills and detail the steps you can take to improve your abilities in this area.