"Post-maternity leave shock" - one should readjust their mindset before returning to work after maternity leave.

by cshelive9520 on 2012-03-04 21:55:00

Unbeknownst to many, such situations often lead to a certain degree of social function regression and cause psychological problems.

Case: Not wanting to work after childbirth

Ms. Wu is a producer at a television station. Three years ago, at the age of 32, she finally welcomed her baby. In order to provide a safe and stable growing environment for her child, Ms. Wu decided to temporarily stop working and stay at home to raise her child. Three years later, her child was finally able to attend kindergarten, and Ms. Wu also restarted her career. However, she found that returning to her familiar job no longer gave her the same sense of ease as before: she could not adapt to the tight work rhythm, had difficulty communicating with colleagues, was completely unaware of the new terms commonly used by her colleagues, did not recognize the newly hired staff, and while others chatted and laughed during breaks, she was left out, becoming an awkward newcomer in the workplace.

Suffering from "Post-Maternity Leave Shock"

In fact, Ms. Wu need not worry too much; her experience is quite common among full-time mothers. Some refer to it as "Post-Maternity Leave Shock," which typically refers to the stress state women experience when they return to work after maternity leave due to changes in their own circumstances and the work environment, leading to a loss of self-worth within a short period of time.

The main causes of "Post-Maternity Leave Shock" are threefold:

1. Social prejudice: Society generally believes that women who have just given birth focus all their attention on their children and will not be as responsible towards their work. In one survey, one-third of mothers said that after returning from maternity leave, they were no longer as valued by their bosses as before.

2. Updates in professional knowledge: During maternity leave, mothers find it difficult to keep up with updates in professional knowledge, causing their work mindset and methods to remain as they were before the leave. The longer the leave, the greater the gap between them and their colleagues.

3. Self-role transition and family factors: Although they have returned to work, most of the responsibility for taking care of the children and doing housework still falls on the mothers. Without support from family members and without being prepared for the role transition, it can significantly affect work efficiency.

Solution: Maintain contact with colleagues

Once "Post-Maternity Leave Shock" occurs, the following methods can help to "revive" sooner:

Firstly, accept position changes with tolerance. Mothers can look at the problem from a different perspective, such as whether their original work methods need readjustment after a long period of not working? Is the company undergoing new tasks that require them to gradually get familiar? Lowering expectations and treating oneself as a newcomer is more conducive to observation, learning, and quickly adapting to the new environment.

Secondly, know how to "seek help." Ask your husband or any other available resources for assistance, such as hiring part-time workers or nannies to take care of the children and do housework, etc., thereby reducing pressure through shared responsibilities.

Thirdly, communicate more with colleagues. Communication can help understand changes in the unit and integrate into the work group as soon as possible, as well as provide emotional support. Therefore, reserve some space for yourself and your friends, temporarily stepping away from the role of mother, and re-experience the feeling of freedom.

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