• Replies 8 replies
  • Subscribers 6 subscribers
  • Views 4497 views
  • Users 0 members are here
Options
Related

Confused about next career steps, does anyone have any advice?

Hannah

I'm currently on mat leave and due to return to work Jan, with a staggered return.

I am a HR Manager with 4 years' experience, I've gained lots of experience along the way and touched on everything but TUPE and unionised workforce. 

I love the company I work for, they have been so supportive, they are a 4-day week employer, 32-hour week, pay is great, super flexible, I get on great with the SLT, I'm incredibly lucky.  

Butttt, as the business has changed, my demand has lessened, I used to deal with complex people problems, the head count was higher, there was lots of room for growth and development but now there is not. The Business is at a steady stage with no major plans for growth.

I've had my last baby, so that part of my life has ended and whilst I can't dedicate fully to work with having two young children i need more, i need to feel needed if that makes sense. I'm a worker, I'm best when I'm busy. 

However, my confidence is now super low, I've not been able to practise my skill set for some time now, my creativity has been dulled and the thought of moving jobs terrifies me, I'd be giving up so much security and probably have to take a pay drop and work more hours which makes things more difficult with two young children.

I don't know what to do, working KIT days has given me more anxiety as the problem is presenting itself again whereas I could ignore it whilst on Mat leave.

Don't know what to do and not really sure what I'm hoping for from this forum, perhaps someone has some good advice?  

Parents
  • Steady state can be such an interesting time. During expansion it is too easy to mistake effort for productivity but now you can start to think about all the real development work.

    For example, I love continuous improvement but most organisations make it over complicated. You are effectively asking staff to think about an improvement to their job which is almost embarrassingly small. You could do this before returning to work - is there a drawer full of stuff waiting to be decluttered or location of something which irritates you eg a kettle? Fix it and find something else to improve.

    In work, HR can play a fundamental role in continuous improvement. Removing some of the tiny and silly things which add no value improves employee engagement by magnitudes as you are saying to the staff we want you to improve your own job.

    Of course not everyone is exciting about continuous improvement but the point is, there will be lots of things you will now have time to do in depth and have the thinking time to make it work.
Reply
  • Steady state can be such an interesting time. During expansion it is too easy to mistake effort for productivity but now you can start to think about all the real development work.

    For example, I love continuous improvement but most organisations make it over complicated. You are effectively asking staff to think about an improvement to their job which is almost embarrassingly small. You could do this before returning to work - is there a drawer full of stuff waiting to be decluttered or location of something which irritates you eg a kettle? Fix it and find something else to improve.

    In work, HR can play a fundamental role in continuous improvement. Removing some of the tiny and silly things which add no value improves employee engagement by magnitudes as you are saying to the staff we want you to improve your own job.

    Of course not everyone is exciting about continuous improvement but the point is, there will be lots of things you will now have time to do in depth and have the thinking time to make it work.
Children
No Data