"Post-maternity leave shock" suggests one should adopt a different mindset before returning to work after maternity leave.

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

Unbeknownst to many, such a situation often leads to a certain degree of social function regression in people and triggers psychological problems.

Case: Not wanting to work after having a child

Ms. Wu is a director at a television station. Three years ago, at the age of 32, she finally welcomed her baby. To provide a safe and stable growing environment for her child, Ms. Wu decided to temporarily stop working and raise her child at home. After three years, the child was finally able to attend kindergarten, and Ms. Wu also resumed her work. However, she found that returning to her familiar job no longer gave her the same sense of ease as before: unable to adapt to the fast-paced work rhythm, she had difficulties communicating with her colleagues, and was unaware of all the new terms on everyone's lips. She didn't know the new colleagues, and while others were chatting and laughing during breaks, she was left out and instead became a clueless newcomer in the workplace.

Suffering from "post-maternity leave shock"

Actually, Ms. Wu need not worry too much. Her experience is quite common among full-time mothers, some call it "post-maternity leave shock." It usually refers to the stress state where women, after finishing their maternity leave and returning to work, fail to adapt to work due to changes in personal factors and the work environment, thus losing their sense of self-worth.

There are mainly three reasons for "post-maternity leave shock"

One, social prejudice: Society generally believes that women who have just given birth put all their thoughts into their children and will not be as responsible towards work. In a survey, one-third of mothers said that after their maternity leave, they were no longer valued by their bosses like before.

Two, updating professional knowledge: During maternity leave, mothers find it difficult to keep their professional knowledge up-to-date, and their work mindset and methods remain the same as before the leave. The longer the leave, the greater the gap between them and their colleagues.

Three, self-role transition and family factors: Although they have already started working, most of the responsibility for taking care of the child and doing housework still falls on the mothers. Without support from the family 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 be used to recover as soon as possible:

Firstly, be tolerant of position changes. Mothers can consider things from a different perspective, for example, whether their original work methods need adjustment after a long time away from work? Is the company undergoing new tasks that require gradual familiarity? Lowering one’s 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 help, such as hiring part-time workers or nannies to take care of the child and do housework, etc., sharing roles to reduce pressure.

Thirdly, communicate more with colleagues. Communication helps one understand the changes in the unit and integrate into the work group as soon as possible, and also provides emotional support. Therefore, leave some space for yourself and your friends, temporarily shedding the role of a mother, and re-experience the feeling of freedom.

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