Here’s what I’d tell them to keep in mind:

1. Consider all your options, including negotiating for flexible work arrangements.

Staying employed, in any capacity, keeps you current and eases your re-entry. You may be certain that taking a career break is the right decision for you and your family, but first, explore all your options—you might be (pleasantly) surprised. You don’t know what will happen in the future, so exploring multiple options is a smart idea. Consider flexible work arrangements, including part-time, remote, project-oriented or contract work. I have worked in all these situations during 10 years of my 25-year career, and I’ve experienced the positive long-term impact. Consider these options as temporary situations for more family time, perhaps when your children are young.

Think of the options as a financial investment in your career—in comparing your part-time compensation with your expenses, remember that this is a short-term investment for just a finite period with long-term career and financial benefits.

2. Maintain connections to your current employer.

If you can, negotiate for a leave of absence for a time period from your company. If you are not ready to return when the time is up, ask for an extension or disengage from your company then. Even if you are unsure if you will pursue the same career upon re-entry, again, not knowing the future, having this option will allow you to re-enter the workplace where you have an established reputation. Offer to be available for projects or consulting so you can keep your skills up-to-date and your name top-of-mind.

3. Update your resume up to your last day of employment.

Update your resume to capture all of your achievements and contributions right up to the point of your departure. So, when you are ready to re-enter, you will not have to recall your accomplishments from several years—or even a decade ago. This is especially important if your resume is not current or if you assumed your current role several years ago.

4. Stay in contact with former managers, mentors and colleagues.

Your former managers, mentors and colleagues are the most likely to rehire you because they know your work quality. Even if you think your managers or mentors will be retired or have moved on by the time you return, they may still have a lot of contacts to introduce to you. Schedule breakfasts with them a few times a year. Breakfasts are less likely to be rescheduled than lunches because they require a shorter time commitment and will fit into your former colleagues’ schedules more easily. Prepare for these breakfasts by reviewing the current news about the company’s strategies and initiatives and asking about their progress and updates. Show you are interested and engaged.

5. Set a timeline for your return and re-assess.

Set a timeline for your return—perhaps tied to your children’s milestones, such as when your last child starts school. Without a timeline, two years can easily become five years and then slip into 10 years. The longer the break, the more important it is to follow suggestion No. 4. And then review that return timeline on each anniversary of your departure. Are you comfortable with the same timing? Have your circumstances changed? Have your perspectives changed? And set another timeline—a year or two before the return timeline to re-assess your current situation. By then, your views may have changed as you assess your children’s needs, financial situation and your feelings about your career and being a full-time mom.

The important thing is to maximize your options by staying engaged and never fully leaving the work environment because again, you don’t know how you will feel in the future.

6. Keep current with basic office technology.

If you are returning to the workplace now, companies will expect you to be comfortable with common office technology. If you do not have an opportunity to use these tools during your career break, keep current by using the free online training provided by most technology companies.

7. Understand your business value.

Do some self-reflection now so you understand what your value has been to your employers. Gather your performance reviews and evaluations, and feedback you have received to understand how your companies valued you. What are you known for? What are your strengths and key areas of contribution? Why do your current manager and peers enjoy working with you? Do this now while your experiences are fresh in your mind. It is easy to forget about your value to your companies in the midst of the everyday experiences of being a full-time mom.

Reprinted from Workingmother.com June 22, 2018