Middle-aged and senior employees should fill in for men on paternity leave 1/2
Thank you for reading 🍭
Today, I'd like to share one thing I'm proud of about my local area.
The paternity leave uptake rate for men at the Saitama Prefectural Police has exceeded 30% 🎉
I would really like you to take note of
the mechanismbehind it!
1. Headquarters staff cover vacancies
Focusing on the hierarchy of headquarters and individual police stations,
headquarters police officers cover vacancies left by those on childcare leave.
2. Headquarters police officers who come to assist focus on human resource development
Support personnel from headquarters are assigned to the community safety division,
and staff from the community safety division
are sent to assist the division where the vacancy occurred.
It seems that the staff who came from headquarters
act as mentors in the community safety division.
Note: Please see the main article for details ↓
[Today's Proposal]
In large, hierarchical organizations,
there are many middle-aged and senior employees
in the administrative departments of headquarters and branch offices.
So,how about having middle-aged and senior employees from administrative departments
rush to assist with vacancies caused by childcare leave in various departments?What do you think?
Let's target those in their 50s, or in some cases, 40s and above.
[Potential Benefits]
Middle-aged and senior employees can reskill in areas like digital technology
When conducting a handover before going on paternity leave,
you will likely end up using tools you didn't know before.
Being able to receive one-on-one guidance
is far more efficient than
trying to do it alone after gaining knowledge through e-learning.
Since you will likely be in a relationship where you can be reached
via company phone even after paternity leave begins,
I believe the employee on leave is the ideal mentor for a junior colleague.
It is a limited-time reskilling opportunity, making it easier to engage with.
Since the paternity leave period is known in advance,
middle-aged and senior employees can also predict when it will end,
which might allow them to approach it with more peace of mind.
Rather than being vaguely criticized
or being told one after another to work on new things,
they can improve their skills in small steps
and increase their market value,
self-efficacywill increase.
A chance to shine arrives for middle-aged and senior employees who are feeling unmotivated.
The mandatory retirement age for positions is being pushed back,
making it possible for some to remain in high-ranking positions until age 65.
As a result, the next generation of personnel
cannot reach those positions for a long time,
leading to a stagnant layer of employees.
Aren't there many people who feel unmotivated?
For such people, this provides a limited, multi-month opportunity
that also serves as a refresh.
Companies should show appreciation for the hard work of the middle-aged and senior employees
who step in to help.
[Possible disadvantages]
It got long, so I'll continue in the next post!
Look forward to it 😉
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1-on-1 and Career Autonomy Expert
Miwa Yagi @ External Mentor
Interview Series Instagram X
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