Preparing for maternity leave

So you’re pregnant, congrats!! There is so much to think about when you are pregnant, most of the focus is on you and your babies health, then what to buy, what kind of parents you will be, reading numerous books with differing advice on everything, how long you’ll be off work, childcare, the list goes on! It’s pretty overwhelming I must say.

Don’t let these things take over, just remember to enjoy being pregnant as much as you can, it’s such a special time and how amazing is it that we are growing a little human inside of us!

Hopefully you’re as lucky as I am and work for a supportive company that will help and support you as much as possible at this time. However, for those that need a little extra guidance, here are my top tips for preparing for maternity leave so the transition can be as smooth as possible for you, and hopefully reduce the stress;

Talk to your employer

It is completely up to you as to when to tell you’re employer, I personally think the sooner the better so you have that support in the work place for as long as possible. Find out what maternity pay you are entitled to, how much notice you need to give for coming back from maternity, discuss your plans for returning to work etc. Getting this all on the table will make you feel in control.

Give yourself time

There is no harm in starting your handover doc/making notes and getting things ready as soon as you find out you’re pregnant, you certainly don’t want to leave things until the last minute as I can confirm baby brain is very very real!!

Document everything

Start making sure you make full notes on the system, or in documents etc. No cutting corners now, make everything clear so everyone can understand what you did and why. This will help ensure no one’s kept guessing once you leave, or worse, trying to call you whilst you’re in the hospital to ask work questions!

Handover to colleagues or replacement

You may or may not be involved in the hiring of your replacement, even if you aren’t I would give your boss a gentle nudge to get this done sooner rather than later, you may think you have plenty of time but it absolutely zooms by! Make sure you have your handover notes and all documents (as much as possible) ready to brief your colleagues or replacement well in advance. Don’t leave anything out, even small things you think are common-sense in your role (they may not be common sense to others).

Make sure you have clear boundaries whilst on maternity leave

Have a think what you are comfortable with. Really, your employer (as long as you have done the above) should have no need to contact you on maternity leave. You need to be left alone to enjoy the time with your lovely little new addition, and I’m pretty sure we’ll need all the spare time we have to sleep, eat and just survive! Make sure you have expressed this to your employer however, especially if they have not got children themselves, as they may assume the odd call and text about work is fine.

Hopefully your run down to maternity goes nice and smoothly, you deserve it!

Any advice you need feel free to get in touch.

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Sunny days ahead!

By Kristina Gerdov • 11 Apr, 2024

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, iknowho Lead Talent Partner Sheryn Small got to doing what she does best.

Top Tips for Successful Onboarding

By Kahli Fenn • 27 Mar, 2024

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression. So let us help you stand out and set your employee up for success! Onboarding starts before the start date Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to shine! 1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control. Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead. 1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters. Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up. 2. The first day Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this. Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression. Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go. 3. Employee retention How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style. It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6. In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track. We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company. As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

the word freelance is written in scrabble tiles next to a keyboard

Could a freelancer be the gift your team needs?

By Christine Gilbert • 29 Nov, 2023

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.