Shortly before going out on maternity leave, I had my mid-year review. At that time, I told my manager that I had decided that I did not want to be a manager myself, but rather continue to be an individual contributor and take on projects of increasing complexity. There were several reasons for this.
One is that, having been a manager in the past, I’ve learned I don’t like it. I loved working with talented people but absolutely hated supervising underperformers and lazy, entitled people. And from what I have seen, best case scenario is you have a mix of both, or maybe you have a great team for a while, but then someone leaves or there is a re-org.
The other, more positive reason is that, over the past couple of years in this job, I have become a content expert for the first time in a very long time, and I love it. I love really knowing what I’m talking about and being respected and known and in demand for my content expertise, as opposed to my ability to coordinate and facilitate and manage and organize. I’m a lot better at it, too.
And an added bonus is that I am much more in charge of my own destiny when I’m responsible for producing reports and presentations than when I’m responsible for other people. I’m extremely efficient, but I tend to work in fits and starts, following very productive periods with days of wasted time. Being an individual contributor suits this work style well. (Funnily enough, only one manager, years ago, has ever realized this about me. He told me, “You get more done between 3 and 6 in the afternoon than everyone else does all day.” And then he booked me at 100% each on two separate projects. Curses!)
This means that, at most, I can hope to be promoted one more level, to the level below executive, but not beyond that, and I would imagine the money cannot increase by much either. I am mostly okay with that. I earn a decent salary and I work strictly 9-5, with extremely limited travel (a few times/year, max). This is terrific in terms of raising the kids, of course (especially because A works similar hours), but I like to think I would make this same choice if I weren’t a mom, too. I don’t think having kids should be a prerequisite for wanting a life outside of work.
As comfortable as I ostensibly am with my choice, it was still a shock to come back to work and find that my colleague, who is on my level and was hired a month or two before I left, now has three direct reports. I have to keep reminding myself that this is what I wanted. I really have the best situation, since two of her direct reports, recent college grads, are available to me to support my work, but are not my responsibility. But it takes some getting used to!
I felt a little better after a discussion with my boss about my end of year review. Since I had just written my mid-year review before I went out on leave, I copied and pasted into my self-evaluation for the end of year review. My boss responded, asking me to toot my own horn a bit more. (The funny thing was that he was naming some things that I had done and I had no recollection of them and had to ask to be reminded! I can be an idiot.) Anyway, like many companies with formal review processes, our ratings are on a curve (only x% can receive the top scores) and the departmental managers get together to battle out which of their direct reports will fall into the top of the curve (and, therefore, the amount of their bonus). Apparently, while I was out, my manager fought for me, and I appear to have landed near the top. He said it was due largely to me that our group, which was new at the beginning of the year, not only survived, but thrived, and our mission is now the top priority of our senior executives. It’s funny, because some really strange/bad stuff happened having to do with my plans for leave of absence and the absolute LAST thing I expected was to get this level of support while I was out. I’m awfully grateful for it.