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The 6 Secrets to Starting a Business Whilst on Maternity Leave

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The 6 Secrets to Starting a Business Whilst on Maternity Leave

By Emma Walker

emmawalker

 

When you first get pregnant, you may think that you will go back to your current job without too many changes, and for some women this will happen.

 

But for others, when they’re holding their baby in their arms, they just know that things have changed forever and they might not want to go back to their job.

 

This is why using your maternity leave is a great opportunity to evaluate your career and decide what you want to do after your leave ends – return to your job, become a stay at home mum or start your own business.

 

Whatever direction you choose, just remember that you are doing what’s right for you and your family so please don’t feel like you have to follow ‘the rules’.

 

If you decide to take the plunge and start your own business, follow these 6 simple steps to make the transition easier:

 

  1. Decide on your business idea

Let me be very clear right from the start.  Running a business is hard work and definitely NOT a get rich quick scheme – if that’s what you’re after, you need to go elsewhere!

 

That’s why it’s really important to choose something that you’re going to enjoy doing a lot of.  Think about your past jobs, your hobbies, what your talents are – is there a business idea lurking there?  What can you do that you can get passionate about?

 

There are lots of business opportunities out there, whether you are selling your own products or services, or buying into a franchise or MLM business, you will find something that is a fit for your skills, experience and goals.

workingmother

 

  1. Get clear on the type of client you want to work with

You will spend a lot of time, and money if you’re not careful, on marketing so you need to make sure that what you do works.

 

This is where getting clear on who your ideal client is key and is something that you must take the time to do.

 

Really get to know the type of person you want to buy your product or service, this makes marketing so much easier.  By focusing on one type of person (instead of everyone), you can tailor all your marketing materials to speak to only those people – this is what will get results.

 

You want your ideal clients to see any of your marketing materials (your website, business card, leaflet, advert etc) and know that you are the person they need to work with as you obviously understand them, after all, you speak their language.

 

  1. Stand out from the crowd

The sign of a good product or service is if there’s already some competition, this means that people are already buying what you’re offering from competitors.

 

It is your job to make sure that you stand out from all your competitors in the eyes of your target market so that you are the only choice they should be making when they want to buy your product or service.

 

Think about what extras you can add that will really appeal to your customers and make them spend their money with your business.

 

The other thing you can do, that a lot of people don’t do, is make sure that you inject your personality into your marketing.  We all buy from people so be yourself as that will attract people to do business with you.

 

  1. Speak your customers language

If you’ve taken the time to really get to know your ideal customers, you should have discovered what their issues are and why they’d want to buy your product or service.

 

What is keeping them up at night, what are they prepared to pay anything to solve?

 

Knowing this can help you to create a marketing message that will show them that your product or service is the perfect solution they need.  You can turn their big problems into questions that will make them say yes to you.

 

  1. Manage your time

As a busy mum, we only have a limited time available to work on the business so you need to get focused so that you get all the important work done – instead of chatting to friends on Facebook.

 

Set up a schedule so that you know exactly what time you have available to work on the business and when you will be with your family – a great visual for everyone in the house to know when mummy is working so that there aren’t any interruptions.

 

Talk to your partner and get them on board to help you out – can they do some of the housework, help out with the kids more, do the cooking?  Anything that can free up your time to focus on the business.

 

Take the time to plan out what work you need to complete for the week so that you can get straight to work as soon as you’re in work mode – instead of wasting valuable time wondering what you should be doing.

 

  1. Plan for success 

Map out your goals for your business as well as the tasks you need to do to achieve that goal.  You then need to break those tasks down to 90 day chunks as this timescale is perfect to make you focus on what is important.

 

These tasks can be included on your weekly planning to make sure that you get them done and stay focused on achieving your goals.

 

If you’re struggling trying to fit everything in, ask yourself if the task to do on your list will move you one step closer to your goal.  If the answer is no, it can wait until a later date and you need to focus on something else that does move you closer to your goal.

 

Use your goals to keep you accountable so that you do achieve exactly what you want with your business.

 

There are lots of things to start and market a successful family friendly business but these are the 6 essential things you should focus on first whilst you’re still on maternity leave.

 

 

About the author

 

Emma Walker is the founder of The Mumpreneur’s Mentor and a busy mum of 2 little divas.  As a mums in business coach, she works with mums who want to start and market their own successful family friendly business as well as mums already in business who want to take their business to the next level without sacrificing time with their family.

 

Learn her ‘6 Success Secrets to Running a Family Friendly Business’ in a free training session. Get the details and register now at www.MumpreneurSuccess.com

 

 

Nearly Half of Working Mums Would Consider Sharing Parental Leave

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keeping children entertained on car journeysSome 44% of working mums would consider sharing their maternity leave with their partner, according to Workingmums.co.uk annual survey.

The number of women who would consider sharing their leave when the new shared parenting legislation comes in next year has risen by 3% since last year and may in part be due to a rising number of women who are the main breadwinners in their families – over 17% of women who were living with a partner say they are the main breadwinner and only in a small number of cases is this because their partner has been made redundant or had to reduce their hours.

The survey of over 2,390 working parents, sponsored by McDonald’s Restaurants Ltd, covers a wide variety of issues, from childcare and flexible working to finances, discrimination and self employment.

It shows that, despite the rise in women breadwinners, the number of women who claim to split childcare and housework equally with their partners is just 21%, down from 27% last year. Some 17% say their partners work flexibly with 4% of partners working part time.

Many women said the economic situation was affecting how long they took for maternity leave. Some 46% had returned to work early due to the recession or cost of living. Some 10% only took between one and three months’ maternity leave. The majority, however, took between seven and 12 months. Although 70% said they went back to work because they needed the money, 60% said they would work even if money was not an issue.

Other findings from the survey include:

– 56% of women say they earn less pro-rata than they did before having children.

– 49% say employers discriminate more against women in the current climate

– 60% think they have to work harder than men due to unconscious bias

– the number of parents using grandparents for childcare has risen. 56% make use of grandparents to reduce their childcare costs, 18% use tax credits, 25% have childcare vouchers; 23% use friends; 8% get older siblings to help and 18% get help from other relatives [many use a combination of options]

– 41% [up 11% on last year] spent nothing on childcare while 20% pay over £500 per month

– 32% say homeworking is their most favoured type of flexible working and homeworking is the most likely thing to encourage more women to work full time.

– 53% said that more flexible working would aid them in their career development

– Most women got the flexible working they requested, but 23% did not with 11% feeling their employer did not even consider their request at all

– Only 13% who had taken a career break found a job fairly easily afterwards

– Most women [53%] want part-time work and 15% of part timers work at least 6-8 hours extra a week

– Just 4% do a job share

– 74% of working mums are logging on to emails outside of their working hours, with 48% doing so regularly.

– 14% of respondents were on a zero hours contract or variable shifts – of these 54% prefer it as it offers flexibility, but 17% find it difficult to arrange all the childcare they need. 28% like it for the flexibility but also find it a challenge with childcare.

Gillian Nissim, founder of Workingmums.co.uk, said: “Our annual survey always throws up a wealth of information on the way women are working or would like to work and what the hurdles many face when attempting to reach their potential. It is interesting to note the appetite for shared parenting in the light of expectations that initial take-up will not be significant. This perhaps reflects a growing awareness among couples of the link between equality in the workplace and at home. It is vital that policy supports parents in having greater choice over how they balance work and family life.”

 

Glass Ceiling “Is a Myth”, Age is the biggest hurdle

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The glass ceiling is dead as a concept for today’s modern career apparently. But women are still being held behind in the workplace. Here are the depressing facts why….

Ernst & Young poll of 1,000 UK working women says there are multiple barriers to career progression

The concept of a single glass ceiling is an outdated model and no longer reflects the realities of modern working life for women, according to the results of a poll released today by Ernst & Young.

The survey of 1,000 UK working women between the ages of 18 – 60, revealed that two thirds believe they faced multiple barriers throughout their careers, rather than just a single ceiling on entry to the boardroom.

Four key careers barriers throughout a woman’s career

Based on the results, Ernst & Young has identified four key barriers to career progression for today’s working women. These barriers are: age, lack of role models, motherhood, and qualifications and experience.

The professional services firm says that the barriers aren’t chronological and can be experienced at anytime; often several at once. And while they aren’t exclusive to women, it believes it is clear from the research that employers need to provide better support to help women overcome them.

British business losing best and brightest female talent

Liz Bingham, Ernst & Young’s managing partner for people, says, “The focus around gender diversity has increasingly been on representation in the boardroom and this is still very important – as members of the 30% Club we are committed to this.

“But the notion that there is a single glass-ceiling for women, as a working concept for today’s modern career, is dead. Professional working women have told us they face multiple barriers on their rise to the top. As a result, British business is losing its best and brightest female talent from the pipeline before they have even had a chance to smash the glass ceiling. We recognise that in our own business, and in others, and professional women clearly experience it – that’s what they have told us.”

Ernst & Young’s head of advisory, Harry Gaskell, agrees. He says that the barriers identified in the survey reinforce Ernst & Young’s belief that encouraging and supporting women into senior positions is a talent pipeline issue. As a result he believes that organisations need to ensure they are supporting women at every stage of their career lifecycle, not just as they are about to enter the boardroom.

Age is the biggest hurdle

Delving into the findings behind the barriers, the survey identified age – perceived as either too young or too old – as being the biggest obstacle that women face during their careers. 32% of women questioned said it had impacted on their career progression to date, with an additional 27% saying that they thought it would inhibit their progression in the future.

Most markedly it was women in the early stages of their career that seemed to be most acutely impacted – with half of all respondents between 18 and 23 saying age had been a barrier they’d already encountered in their career.

“Age is a very complex issue, especially when it’s linked to perception. It’s concerning to see that women seem to be most vulnerable during the formative stages of their careers, when they are working their way through the ranks,” says Liz.

She argues that businesses need to be aware of pervasive attitudes towards age as a barrier within organisational culture, and suggests that one way of managing this is to encourage diverse role models within an organisation, who can visibly demonstrate that age is not an inhibitor to opportunity and progression.

Exploring the experience and qualifications barrier

Barriers related to a lack of experience or qualifications also featured strongly in the survey. It was the second highest factor that had inhibited women’s careers to date (according to 22% of respondents), and the third highest factor cited as a future inhibitor (19%).

Reflecting on the results, Harry says, “Women, and men, often need to give themselves more credit for the experiences and expertise that they have, while businesses need to look past the piece of paper.

“There is acknowledgement that high academic performance is still part of selection criteria in some organisations, especially at graduate level – and there is a wider issue here about fostering social mobility. But much greater value is being placed today on non-academic achievement and on diversity of experience and perspectives.”

The impact the experience of motherhood can have…

The impact of becoming a mother on a career is well rehearsed and therefore it was unsurprising, if disappointing, that this was identified as a key barrier. Nearly one in five (19%) of those questioned said it had impacted on their career to date. While a further 25% said they thought it was the second biggest inhibitor to their future careers, after age.

Liz says, “I think the only way that organisations can really tackle this is through positive intervention. This includes the provision of supportive programmes that help women to transition back into work after maternity leave and empowers them to take control of their careers and make informed choices.”

Ernst & Young has trail blazed a number of initiatives for working mothers aimed at increasing retention levels and ensuring that women feel supported through-out their career life-cycles. This includes a maternity coaching scheme providing one-to-one counsel with a consultant before, during and after maternity leave.

“Coaching schemes are very valuable,” says Harry. “But I also think there’s an important part that can be played by women role modelling their success and demonstrating by example how they balance the demands of home and work life.”


The value of role models

Three out of four (75%) of those questioned said that they have few or no female role models within their organisations. With some respondents (8%) going as far to say that a lack of role models had had a detrimental impact on their career to date. And therefore role models were identified as one of the four barriers.

Liz says that a lack of role models was a consistent theme across all the age groups polled. “I was really surprised and concerned by these findings. From my own experience I have seen how good role models can have a transformational impact on an individual or team.

“I think one of the big problems is the misconception that you have to be perfect in order to be a role model. Whereas in reality we all have skills, attributes or experiences that would be valuable to share with others.”

But it’s not just down to business…

Ernst & Young says that managing these four barriers is about personal responsibility, appropriate and targeted support from business and positive government intervention.

When respondents were asked to identify what three things their organisations could do to remove these barriers, or better support women’s career progression, the top answers were:

* More support after returning to work from having children (32%)
* More support at every stage of my career lifecycle (24%)
* More visible female role models (19%)

When asked the same question in relation to what government could do, they said:

* Enforcing companies to reveal the ‘pay gap’ between men and women (45%)
* Affordable child-care/ tax relief for childcare (43%)
* Policy guidance on flexible working for UK businesses (28%)

Harry concludes, “Gender diversity transcends the responsibility of government, business and individuals. There is no quick fix or magic bullet; it will take a combined effort, but the focus has to be on the talent pipeline rather than just on the boardroom.

“Positive interventions can work. But we think one of the most fundamental aspects of managing barriers is role models – for people to actively demonstrate that barriers can be over-come. If we can get this right, then perhaps the other barriers will become more manageable and less marked over time.”