As professionals struggle to balance career and life issues, many are seeking alternative work arrangements to allow both to be important aspects of their lives. At the same time, companies are challenged with the growing need to recruit and retain capable talent, and to operate their businesses more flexibly.

With these trends in play, it is not surprising that we are starting to see a renewed interest in part-time employment. Who might prefer to consider part-time employment? One spouse of a dual-career couple who is willing to trade off the extra income for more time for child-rearing; professionals who are dealing with elder-care issues; those who are “retired” but not ready to stop working; and professionals who want to attend school and have sufficient time to devote to classes, required studies, and family.

In earlier generations, part time employment was mostly for homemakers who wanted to get out of the house and earn some “pin money.” These were generally in jobs with limited or easy-to-train skills involved, such as retail, restaurant or clerical.

Because of our old associations with this stereotype, we have been slow to acknowledge the reality that a person could be an educated and experienced professional and still desire part time work in their chosen profession. Companies still seem to be hesitant to create part-time opportunities for professionals, but may make an exception for a current employee who is knowledgeable and has a special circumstance.

Now, with the current challenges to find and keep good talent, will companies be more willing to acknowledge the validity of part-time professional opportunities? It would seem to make sense for both parties. Consider these benefits of hiring part time workers:

1. Part time workers will tend to be more focused, productive and time-efficient because they have a limited time frame in which to accomplish their goals and tasks.
2. Part time workers will tend to be more loyal because the employer is willing to acknowledge and value their expertise and allow them to work in the way that best fits their personal needs or lifestyle.
3. Part time workers will show management creative ways to overcome alleged “obstacles” – they are motivated to help you find a way to make it work.
4. Part time workers may be able to flex their schedules to assist with other short term business needs, such as peak workloads or staff shortages due to illness, etc.
5. Part time workers may have their health insurance benefits covered from another source, and therefore may be able to save you those costs. (but do not assume that always to be the case.)

Be prepared to work out such obvious issues as coverage for the person in their absence. This can be solved in a number of ways, including sharing aspects of the function among peers or subordinates for designated time frames. Communicate well, and take advantage of the advantages that current technology has to offer. For instance, while not on-site, a part time worker may be willing to add a few hours per week to his or her home schedule to respond to urgent emails or voice mails. Remember, most people are reasonable and know that you have a business to run. Work together to resolve these challenges, rather than use them as excuses not to have part time working options.

Provided that the work arrangement is designed in a way that fits the needs of everyone involved, the part time concept can include management as well. Interestingly, one of the recent winners for central New York’s Donlon Awards for innovative, family-friendly policies cited that they currently have a vice president on staff who works part time. While unusual, it does prove the point that some progressive companies are being highly creative in their talent retention strategies while still getting their business done.

Are those professionals who desire to work part time less committed to the concept of their long-term careers? Not necessarily. For many, the opposite is true. Part time work – for men and women – allows a positive alternative to a leave of absence, providing the opportunity for continued contribution and growth.