What is the definition of a dream job in manufacturing? There is no wrong answer to this question. Most of us will have a different definition, and that will probably change over the course of our careers. My dream job allows me to excel at my craft, learn new skills, and have a seamless work-life balance to enjoy my hobbies and time with family and friends. The “Flex” in FlexTrades means that we offer flexibility to our employees by allowing them to build an exciting and rewarding career, however you define the term “dream job.”

Five Ways Technicians Can “Flex” With FlexTrades

Variety of work: At FlexTrades, you have the flexibility to pick and choose which project to accept. One Technician may choose projects to get experience with new tools or new processes. Another Technician may only choose projects using the tool they are most experienced with. Whether you want to become a jack of all trades or the very best at a specific skill, you can find the right fit with FlexTrades.

Work your preferred schedule: The flexibility to choose when you work, and when you have time off, is not easy to find. Some of our Technicians are true ‘road warriors’ who go from project-to-project to bank experience and pay as quickly as possible. Some of our Technicians take a well-deserved break between projects. Some of our Technicians even prefer third-shift projects while others prefer second shift. FlexTrades is flexible and allows you to work the schedule that suits you best.

Choose your workplace: Our clients range from small mom-and-pop shops to massive Fortune 100 companies. Do you want the community of a smaller shop? Do you want to operate cutting edge equipment in a multi-million-dollar facility? With FlexTrades, you have the flexibility to choose the type of company you want to work with.

Go where you want: Our technicians have the flexibility to choose where they travel for assignments. Some choose the next project based on how soon they can start and will travel wherever the work brings them. Others choose to stay closer to home so they can visit their family and friends on a day off. Many choose projects based on what the region has to offer for hiking, fishing, hunting, or other hobbies to pursue in their free time.

Commitment to one project at a time: Once you’ve completed a project commitment, there are no strings attached. If you want to go right to the next project, you can. If you want to take time off at home before choosing your next project, you can do that, too. If you want to bring your experience to a facility in your town, we’ve got you covered. FlexTrades is flexible so as to encourage our Technicians to always do what is best for their themselves, their family and their careers.

We chose the name “FlexTrades” because we recognize the importance of being flexible. Our Technicians take advantage of that flexibility.

If you are seeking more freedom with your job, take a look at some of our open positions. If you’re ready to apply, contact a recruiter today. We’d love for you to see for yourself what puts the “flex” in FlexTrades!

Why Corey Loves Working With FlexTrades:

Jeremy P. Loves the Ability to Travel

In a recent interview with one of our skilled technicians, Shane, I asked who inspired him to start his work in the trades. He went on to tell me how he owes it all to his mother. I just smiled and thought about how my mom was the biggest influence on my career path too. I’m certain Shane and I aren’t the only ones in that boat!

My mom worked as a middle school teacher for over 40 years. She touches tools as infrequently as possible. Most folks who know her would agree that her mechanical aptitude can be described as “limited at best.” It’s safe to say I learned most of my technical skills from somebody else. Despite this, every skill I have that has made me stand out from others over the years WAS learned from her. And there’s nothing technical about them.

Career Lessons from Mom

Your technical skills get you hired but your soft skills are what keep you hired and allow you to advance. I’ve said that to every class at every tech school I’ve ever visited. I learned the truth of that lesson myself over decades working with people possessing far more “craft” than I do. However, I learned the skills themselves from a life spent as my mother’s child. I had no idea they would all be relevant to life in the trades as well.

Work Ethic – My mom never missed a day of work unless she was physically unable to work. She’s never paid another person to do a job she could do herself. She does extra so others can do less. And she never complains about it. Unsurprisingly, she’s consistently viewed as an indispensable team member.

Organization – No matter how many events, projects, parties, or tasks my mom must juggle she never drops the ball. Calendars on the fridge, post-its in her purse, and notes in her phone all help my mom keep her work (and life) properly prioritized and on-schedule. Her rigorous planning means she rarely wastes time or effort and is universally assumed to be always on-point.

Punctuality – Being late doesn’t make you a bad person but it can make for some bad problems – especially when it comes to your employment. Being early never cost anybody anything except a few extra minutes. Show up everywhere early with something to fill your time and you’ll always be there when it matters. Do it enough and people will notice. My mother’s adherence to this principle didn’t just result in a good reputation. Punctuality means she is never the one seeking out critical information that was missed, but frequently is the one dispensing it.

Communication – Sharing blood doesn’t mean that you share a communication style. That’s certainly true in my family. But whether my mom “speaks my language” or not, she still needs me to receive her information and provide mine to her in a manner we both can absorb. This means she’s constantly trying out new phrasing, imagery, and tools. She even got a Snapchat account to continue that effort with her next generation of communication failures (her grandkids). This commitment to communication has allowed her to understand (and be understood by) many generations of different ages, races, creeds, genders, etc. It has also kept her professionally relevant well into her fifth decade in the workforce.

Professional Pride – Whatever you do, do it to the best of your ability and then stand by it. This is true regardless of whether the final result ends up being good or bad. If you try your hardest and own your work, you will benefit by either an increase in esteem (external factor) or knowledge (internal factor). Both will always benefit your career. Knowing this has allowed my mom to change with the times to continue to provide the same quality of education to students today as she first did so many years ago, throughout very different eras.

This Mother’s Day I hope you all take the time to think about what your own mom has done to help form the person and professional you’ve become. Then tell her why and make sure to say “thank you”. She deserves it. If those of you who are mothers would like to further influence your child by getting them to think about a career in the trades, that’s a great idea! I can’t think of a better way to celebrate this holiday (and the trades) than by having a conversation with mom.

Spring means a lot of things across America but in hiring and educational circles it mostly means one thing – career fair season. There are events everywhere put on by schools, community groups, and sometimes even by employers. A fair is easy to find, you only need to look online or in your local paper but getting satisfactory results can be a lot more difficult. You can already find a lot of info online to help prepare for a fair ahead of time. But we’ve come up with three easy, actionable tips so everyone involved with a career fair can find success while at the event.

Organizers

Door Prizes – Foot traffic is the name of the game for employer events. Prizes and giveaways can help a lot when it comes to getting people in the building for your event. Fewer prizes with bigger values will always be a bigger draw, even if it means you must give them away in a drawing or raffle.

Employer Maps – Students, alumni, and community members come to a career fair to find a job. Make it easy for them to find the kind of jobs for which they’re searching. The easiest way to do this is with a booth map showing where each employer is located and clearly calling out the skillsets/positions for which they’re hiring.

Walk Around – Surveys after the event can be helpful when planning for your next one but walking around during your event allows you to connect with employers and job seekers in real time. This gives you the best chance to put on a great event by ensuring you can tackle problems and questions immediately.

Employers

Make Jobs Obvious – Attendees at a career fair are looking for jobs. Make it easy for people with the right skills for the jobs you’re filling to find you. Hiring welders or drivers or office admins? Then say it clearly and specifically in your signage and table literature rather than something ambiguous like, “Now hiring for ALL positions.”

Use Images – A picture says a thousand words, so using a view pictures or videos can replace thousands of words in your signage. This saves money and space as well as simplifying your message and creating a neater overall booth appearance. Quality images also help you draw more ESL speakers or people that may not read well from a distance into your booth too.

Know Your Product – This may sound self-explanatory, but it is a frequent problem at career fairs. Companies often send out people that know their hiring process best, but those people don’t always know the day-to-day details of the work itself. Having an event team that can speak to the full employee experience (onboarding, compensation, benefits, daily work duties, etc.) goes a long way to generating interested candidates.

Job Seekers

Do Your Research – Some hiring events can get truly huge with hundreds of employers and thousands of job seekers. Showing up unprepared to such an event is a sure way to get overwhelmed quickly. To avoid this, do your homework first. Research employers on the internet ahead of time to create a list of target companies you want to connect with and to make sure you have questions ready for them once you do!

Take Notes – You can make a great many connections, and learn a lot of information, in a short time at a career fair. Don’t trust your memory to remember it all! Whether you take an actual notebook, take pictures and notes on your phone, or just jot down details on the back of business cards – writing down who said what and when will be extremely helpful for follow ups and actual interviews.

Make It a Game – The real benefit to a career fair for a job seeker is sheer volume. The more potential employers you talk to, the more likely you are to find the right opportunity for you. To capitalize on this, try incentivizing yourself to hit as many booths as possible. You can do so by pre-determining a “reward” for yourself if you speak with X number of employers or simply making a competition between friends to see who can connect with the most.

We hope you find this list helpful in getting the most out of the next employer event you attend. If it winds up leading you to your next career, you may want some additional help too. Remember, if you have ideas for things to do, or NOT to do, (or places and situations in which you shouldn’t do them) we’re happy to share those too! Just send them to our Writing Team and we’ll cover them in a future blog.

In general, there are two types of job markets, a candidate-driven jobs market and an employer-driven jobs market. As it stands today, the United States is in a candidate-driven jobs market, but what is that and what does it mean?

What is a Candidate-Driven Jobs Market?

A candidate-driven jobs market happens when candidates have the upper hand. What this means is that jobs are abundant and employees (candidates) call the shots.

What Does a Candidate-Driven Jobs Market Mean for Employers?

It’s time to rethink compensation. Where can improvements be made? Is company-wide compensation equal or better than the competition?
Candidates are prepared to negotiate pay, perks, and benefits. Companies should be willing to negotiate and also willing to concede, if necessary.
Reconsider the years of experience required. This invites those with fewer years of experience to apply and, oftentimes, it’s those applicants who are most eager to do the job.
Make sure that there is room for advancement. Having an upskilling path and a plan for the advancement of every employee is critical to retaining employees.
Think again about the critical skills needed in a role. Are there any “must-haves” that aren’t really “must-haves?” Make those skills a “nice-to-have,” and watch the applications roll in.
Not everyone is actively looking for a new job. Targeting passive candidates who aren’t seeking new jobs may be interested in what else is available.

Recruiting Top Talent is Hard

In this market, it can be hard to recruit (and retain) top talent. That’s where FlexTrades comes in. With our technical knowledge and team of skilled technicians located nationwide, we can help you and your company find the people you need to continue thriving. Contact FlexTrades today to learn how we can help your company bridge the gap between where you are now and where you want to be as a manufacturer.

When one door closes,

How long do we wait until another one opens?

How long do we stall, our hands floating above the doorknob wondering

What lies beneath?

The anxiety floats through on a wave,

Rippling into existence.

The excitement crashes down upon it,

Creating a shockwave beneath it.

You shake away the feeling,

Reminding yourself that you are in charge.

With a gulp

The door swings open.

Your sweaty hand turns into eager footsteps as you step through the threshold.

Sunlight filters through.

A whole new world stands before you.

Chuckling to yourself

You remember.

This new beginning is for you.

In general, there are two types of job markets.

The candidate-driven market
The employer-driven market

As it stands today, the United States is in a candidate-driven job market. What exactly is that and what does it mean for job seekers?

What is a Candidate-Driven Job Market?

A candidate-driven job market sees candidates with the upper hand rather than employers. What this means is that jobs are abundant, employers are in need, and job seekers call the shots.

What Does It Mean for Candidates?

There is plenty of room to negotiate pay, perks, and benefits.
Companies are reducing experience requirements. This can open up the path to a new (or dream) job for candidates.
Upskilling and training are more prevalent, and companies are more willing to provide these opportunities to get someone in the door. With this, candidates turn “weaknesses” into strengths and build their repertoire of skills by participating in the upskilling and training process.
Companies are changing “must-haves” to “nice-to-haves.” Candidates should (and can) apply for jobs even if they can’t check the box for every requirement.
Passive candidates can get to know the playing field. What’s out there? How in-demand are their skillset? Where can they earn more, and how can they use that information to negotiate better pay with their current employer?

In this current, candidate-driven job market, it’s all about the job seeker. But that’s nothing new for FlexTrades.

FlexTrades values and, has always valued, its Technicians (candidates).

Join the FlexTrades team today to experience top-notch pay, the opportunity to travel, and the ability to work and learn new skills with some of the best manufacturers in the United States!

If you’re new(er) to manufacturing, don’t worry. We have that covered, too! Join our ReTool team for the opportunity to learn from the best, increase your skillet and train for your dream job.

Sales Coaching vs. Sales Management

In 2023, if you look up the definitions for “coach” and “manager,” you will get very interesting results. For example…

Coach – An instructor or trainer.
Manager – A person responsible for controlling or administering all, or part, of a company or similar organization.

At first glance, one sounds helpful and fun while the other sounds a little stifling and strict, right?

Let me share a little story with you. Some years ago, a previous company I was working for hired a new manager for our team. At first, everything was okay. After some time, however, chinks in the armor slowly started to show. I quickly realized that the company had hired one of the worst candidates they could have found for this position. I was easily convinced that because of his actions, his lack of leadership skills and lack of modeling by example, there was nothing I could learn from this new manager.

Boy, was I wrong.

I learned two very valuable lessons from that person. They are…

What not to do/how not to be.
How to write effective emails.

You see, although his leadership style was not ideal or effective for me or the team, it wasn’t until he sat me down to show me how to write effective emails that I learned how to expertly communicate with clients. In this scenario, he took the time to explain, model, and show me how to write emails that are clear, concise and cut straight to the value. It’s a skill that I still carry to this day.

Humble brag: I’ve been complimented on my email communications over the years, and I owe him that. I usually chuckle to myself when I share where I actually learned it from.

So, why did I share that story with you?

Many times, new leaders are hired and come into an organization with big ideas, big initiatives, and lofty titles but fail to see the big picture. In the professional world, we have job functions known as Sales Coaching and Sales Management. Today, I want to spend some time unpacking what I call “Sales Coaching for Success” so we can learn how to best apply the principles that make a Sales Coach effective while also avoiding the pitfalls of poor leadership.

What is “Sales Coaching for Success?”

Simply put, “Sales Coaching for Success” means coaching for positive progress through influence and modeling the way. Notice, I didn’t say perfection. I didn’t say results. Anyone can coach for results through metrics. But it is a leader who coaches for progress (in the right direction) that organically leads to positive impact within an organization.

I’ve worked with seasoned professionals. I’ve worked with new hires to the industry, and one thing remains consistent across both groups. People love to be invested in. A manager is great at micro-managing, reporting on metrics, holding people accountable to job expectations, and so on. A coach should be great at leading by example while inspiring and influencing people to greatness. Do you see the difference? You can make wine by crushing grapes, but its taste will vary depending on the process.

So, how do we accomplish “Sales Coaching for Success”?

I believe the way to achieve this goal is to apply the following principles. They can be applied to just about any other leadership role as well.

Principle #1 – Be available to your team.

A Sales Coach should make the time to spend the time. If we agree that people generally love being invested in, then we must make the time to invest in our team’s development. This takes time. This takes work. And your level of care (or lack thereof) for the individual will show over time.

Principle #2 – Own your team’s success.

A Sales Coach should be fully invested and own their team’s success; seeing their progress (or lack thereof) as a direct reflection of their influence and impact. If you, as a Sales Coach, don’t care about progress and small wins then why should your team?

Principle #3 – Inspire greatness.

To me, this is the most important principle on the list. A Sales Coach should always find ways to challenge their team(s) to go just beyond their current reach to achieve the team’s personal and professional goals. In other words, the coach puts the team’s goals front and center then helps them achieve those goals both individually and corporately.

A Sales Coach should leave people better than they found them. A Sales Coach should become all things to all people in order to win and encourage them to greatness. A Sales Coach needs to be someone who inspires greatness, motivation, and stimulates the team in a positive way.

As a quick sidenote, the goals of the team should always align with company goals to ensure both parties win.

The beautiful thing about this principle is that “greatness” is a subjective term that is defined by the people you are coaching and by you. This is a positive because, as you help your team grow, you can continue to inspire them to push beyond their old goals and on to new ones. What was “greatness” to a new sales rep in their first month on the job will look a lot different once they’re with you after five years… and so on.

Principle #4 – Be honest/transparent.

One of the biggest pitfalls we need to watch out for is not being honest with our team(s). I have this saying, “Transparency translates to trust” (the 4 T’s). The reason this is so critical is because your team can only grow with consistent, honest, and direct feedback — not “sugarcoated” feedback. The last thing a sales rep wants is to be told that they are killing it when, in fact, they are not. Typically, sales professionals love acknowledgement. They love a spotlight and some kudos. On the flipside, they need honest feedback to be able to know what isn’t working and what is. You owe it to your team to let them know how they are doing. Just like your leader owes it to you to share how you are doing.

Is this starting to make sense?

Another important component to keep in mind is this… if you don’t know the answer, don’t fake the funk! I would much rather have someone be honest with me about not knowing the answer to my question than have them give me an incorrect response with inaccurate information. As a Sales Coach, if you don’t know the answer, be the resource that helps them find the answer. You’re still bringing value.

Conclusion

I hope you can see that these principles don’t just apply within the sales world — they apply to just about any leadership role. The principles are universal. When applied correctly, these principles will help you and your team by gaining organic productivity increases and efficiencies. You will see improved sales/company culture. And you will help foster better team and collaborative environments. So, don’t just be a “boss.” Be a leader. Be available to your team. Own their success. Be honest/transparent. And inspire greatness! Coach for success and you will see the fruits of your labor. Remember, the coach is on the field too — they’re just on the sidelines.

I’m a big advocate for the skilled trades in general, and manufacturing specifically. I spend a lot of time and energy to get in front of the next generation of our workforce at high schools, technical colleges, military reintegration units, and other vocational training programs around America. Whenever I’m lucky enough to be granted access to such a program, I obviously spend some time speaking about the opportunities to work at FlexTrades and passing along the tribal knowledge I’ve picked up over the decades that I’ve found to be critical to success in any industry. But I’m always surprised how much time I spend answering questions about the skilled trades themselves.

It reinforces to me how poorly those of us within the trades have marketed ourselves over the past half-century. But these questions are also an important reminder for me to remember that people outside of our industries don’t have the knowledge that insiders do. Because of this, it’s important to be able to speak to the basics – especially when talking to younger audiences. With this in mind, I’d like to share 10 of the questions I most commonly get about the trades (and how I answer them) with all of you.

1) I’m not mechanically inclined or into working with my hands. Is there an opportunity for me to work in the skilled trades?

There is an opportunity in the trades for everyone, regardless of what their natural aptitudes may be. First, being mechanically inclined is important but the continuing development of tools and technology make that less of a necessity every day. To be clear, you’ll still need to use tools to work in a hands-on position. I’m just saying those tools get easier to use well and require less expertise to do so all the time. This means the industry is trying to make itself more welcoming for all skill levels. But let’s say you are one of those people that just isn’t capable of that kind of work. There’s still a home for you in the trades! From sales to HR to project management to design to administration, trades-oriented companies need all the peripheral and support skills that any other company needs. Don’t ever forget that!

2) Do I need to go to college to work in the trades?

Plain and simple, no. This doesn’t mean you can’t, or shouldn’t, just that it’s not a requirement. Whether working in construction, agriculture, or manufacturing, I have worked with individuals who followed all possible paths to success. They may look different, but they lead to the same place. If school isn’t for you and you need to get to work, starting in an entry-level position with a company that provides lots of on-the-job training and plentiful advancement opportunities can be a great way to grow your career. If you have a passion for a particular trade or a firm idea of what path into trades work you want to follow, going to the right local vocational program can be a wonderful option to start. Maybe a four-year degree experience is what you want. That doesn’t mean we don’t need you in the trades! Business, communications, engineering, design, and management majors are just a few of the degree paths that are still much in demand at companies across the trades.

3) What is the best program to take to get a job in the trades?

The best program to take is the one that fits your interests, skills, and schedule the best. That’s the easy answer. The more complex answer is that it depends on where you’re from and where you’re going. This means that the same school can have programs that are much different when it comes to the quality of their training or the quality of their network. The network can be just as important as the training, because even the best training doesn’t do you much good if nobody is trying to hire graduates from your program. You should also keep this thought in mind when considering local demand for talent. If a school has a great welding program but your desired geographical area has few welding or fabrication shops, you may still struggle to get hired even with excellent skills. All of this means the more homework you do before selecting a program, the less hustling you’ll have to do to get hired after completing it.

4) I want to be an entrepreneur and run my own business. How does a goal like that fit in the trades?

In short, perfectly! There are well over 250,000 manufacturers, and close to 500,000 construction companies, in just the United States. The vast majority (well over 75% in any given year) are considered to be mid- or small-sized companies. More than half of them employ 20 people or less. This means that most companies employing tradespeople are technically small startups owned and operated by entrepreneurs, and most of them came to that place by starting in bottom rung roles not by pursuing a degree in entrepreneurship or significant amounts of venture capital first. All these numbers add up to one inescapable fact, there isn’t an industry that is more inclined to upward mobility or entrepreneurial growth than the skilled trades.

5) I don’t have many tools. How does a person start a skilled trade career without their own tools?

By working for a company that doesn’t require you to provide them. This may sound simple but that’s because it is. There are barriers to employment in any industry. The expense of tools can be a big one in the trades. But not every company requires you to provide your own and many that do will provide assistance with your purchases. Tools can be a complicator, but the right research can make sure they’re not a deal breaker.

6) I come from a small town without a lot of employment opportunities locally. How do I get started in the skilled trades?

Maybe you start your own company. Maybe you temporarily relocate to begin your career so you can start building experience. Or maybe you come work for FlexTrades. We have projects all around America where your skills are in demand. Whether you’re just starting your career, or well along your career path, we have opportunities for you. Almost all of our work requires travel, but you’ll never have to permanently relocate, and you can homebase from anywhere across the country. If this sounds like you, check out our available openings now!

7) Is it hard to start a career in the skilled trades?

No. People interested in starting are very much in demand and there are many ways in which they can begin. Entry level work with a local company, apprenticeship programs through companies or unions, associates degrees from vocational schools, condensed training programs, military service – all these paths can lead you to a successful career in the trades. You just need to pick the one that’s right for you and then stay on it!

8) Are there opportunities to grow my career once I get started in the trades?

Of course! Just like any company, there are many ways you can job up. Seniority can get you better pay or more responsibility at some companies. Continuing education or ongoing certification can help you advance at others. Experience alone can help push you up the ladder since knowing the ins and outs of a company often gives internal candidates a leg up on the competition when it comes to new openings and advancement opportunities. The only thing that really can hold your career growth back in the skilled trades is your personal ambition or creativity.

9) Will I make as much money as a “white collar” job?

Most likely? Yes! While top earners in any one trade may not make what top earners in certain “white collar” fields make (think surgeons compared to great welders) when talking about the “average” worker it’s not even close. There is too much variation in annual average and median incomes, based on location, for me to start quoting them now. What I’ll say is that, wherever you live around the US, do a quick internet search using these phrases “median (insert skilled trade of choice, such as Welder) income for (insert your local zip code) compared to other occupations”. I promise your results will be surprising.

10) What trade is most in-demand?

That answer varies significantly with geography. For example, injection-mold operators are a lot more likely to be in demand somewhere that has many aviation or automotive manufacturers because they do a lot of injection-molding. However, I tend to encourage people to pursue maintenance careers when they know they want to work in the trades but aren’t sure which trade. Why? Because no matter what changes occur with equipment we use or how we use it, somebody will always be needed to troubleshoot, maintain, and repair that equipment. Maintenance is a great trades career for a lot of reasons but job security like that is one of the big ones.

More FAQs

I hope you found value in this list and that you’re more prepared to advocate for careers in the skilled trades in the future. If you’d like more answers, check out our blog page to see other questions we’ve covered in the past. Got a question or answer of your own to share? We’d love to help you do that! Send them to our Writing Team and we’ll be happy to share them in a future blog.

As the seasons change and life begins to settle in, we often think we need a change of scenery ourselves. Fall is one of the most popular times for job opportunities to arise. So here are some tips from our technicians on how to fall into place with your new position successfully.

Be Prepared

Check out your new job site on Google Maps, familiarize yourself with the area. What local stores are nearby? Gas Stations? Convenience stores? Can you find parking?
Pack your essentials the night before and get plenty of sleep! Starting your new assignment well-rested will help you succeed!

The First Impression

Review your orientation schedule and job aids.
Get to know you supervisors by engaging in conversation and asking questions.
Carry a pen and notebook with you, jot down notes during the day!

Become a Networking Guru

Introduce yourself to your coworkers, learn about their interests, you can even add them to your LinkedIn network!
Be mindful of suggestions within the workplace – constructive criticism can help you grow in your field.

Take A Deep Breath

Remember that this is just the beginning of your transition. Adjustment takes time!
Confidence is key, perform your best!

As a working parent, a celebration for ‘Working Parents Day’ (I say with sarcastic air quotes) seems like extra work, because I know I’m the one throwing the party or begging my kids to give me a break. Considering so many of us live a working parent’s life every day (more than 60% of U.S. families have working parents or dual earners), I will admit I appreciate the idea that our children should take 24 hours to reflect on all we have sacrificed for them and celebrate it on a day other than the 2nd Sunday in May or the 3rd Sunday in June. (End sarcastic tone… 😊)

When my husband and I started talking about having kids early in our relationship, I knew being a stay-at-home mom was not going to be something that kept me satisfied. Stay-at-home parents are a special kind of person. I absolutely look up to them and admire them, but I knew I didn’t have it in me to be one of them.

Fast forward to our children being born. Heading back to work after 12-weeks of leave was really difficult but it was something I knew I had to do for my own sanity. When we moved from central Illinois to the Minneapolis metro when our youngest was just 6 months old, the cost of living more than doubled and it felt like every kid in my daughter’s preschool class had a mom who stayed home and could volunteer at every teachers request. I struggled with what the expectation was of our community and if we were going to be able to give our children everything they needed while both my husband and I worked all day.

Today, as our girls head back to middle school, I appreciate the fact that I have a success story to share with them, so they know what they are capable of. That you can go from working at a truck-stop diner right out of high school and finally graduating with your bachelor’s when you are 27 years old, to being the Director of Human Resources at a really great company that appreciates the importance of quality time with your family. I get to show them every day what being a successful businesswoman looks like and to the same effect, their father does too, just with his own story to back it up.

In the end, I feel like Working Parent’s Day (minus the sarcastic air quotes this time) is almost more of a day for me to appreciate myself: that I’ve done everything I’ve done to be a positive example for my children. I must preface that by saying stay-at-home parents likely feel the exact same way, and for goodness sakes, they absolutely should feel that way – what they do is a full-time job as well. What it really comes down to is that I’m happy doing what I do every day and I get to share with my girl’s what happiness at work looks like.

If you are like most of us, you will not find happiness and contentment in your first job, or your second job, or your third job, or even your tenth job but you will find it if you keep following your passion and doing what feels good to you. Just keep doing what you believe in, and all that work will pay off in the end. And then, that’s when you get to throw yourself that party or ask for a break.