Ask the expert: Stay on track when you're back

Have a sneaking suspicion you've been shunted sideways? Dr MARIE WILSON, head of management and employment relations at the University of Auckland Business School and a veteran of 20 years in corporate management and small business, offers advice.

I work in an industry where managerial structures to handle workloads and projects are quite flexible and change fairly regularly.

I went on maternity leave knowing that I might not go back to my old job - it wasn't the sort of position that could easily be kept open - but the role I am now in, a new one, is such that I have this sneaking suspicion I have been moved sideways.

It certainly looks like a dead end. Am I being paranoid or should I do something about it?

Well, it sounds as if you were realistic about the likelihood of returning to a different role after your leave. That's a good starting point.

If the work is as dynamic and project-based as your letter suggests, it's probably just a matter of time before new opportunities present themselves.

To put your mind at ease, though, discuss your perceptions with your manager and make it clear that you are still looking for career challenges.

You may also need to pay more attention to your visibility and networking, two things that often drop during leave and while you are getting used to balancing new parental requirements.

My job often involves a lot of after-hours (and sometimes lunchtime) socialising with contacts.

On rare occasions I have experienced problems with the after-effects of excessive alcohol consumption following these functions, and my boss once commented that my well-intentioned socialising was affecting my ability to do my job properly.

Do you have any suggestions on how I can remain an in-the-loop social butterfly without turning into an unemployed old soak?

If your boss has mentioned it once, chances are it's already becoming a performance issue.

You have to deal with this now or you may socialise your way right out of a job.

First, be clear about performance requirements and start seeking regular feedback to make sure you are on track.

Second, address the link between "in-the-loop" and "looped".

There are many socialising opportunities that do not involve alcohol or result in morning-after effects at work. At a minimum, try to turn some of these meetings into breakfasts or lunches in cafes that are not licensed.

All venues that offer alcohol must also offer low-alcohol alternatives. Try some - your budget and your liver will thank you.

Consult your family doctor to see what services are available to assist you in staying social, but moderating your drinking.

What are the rules about trial periods in new jobs? The company I am interviewing with at present appears, from grapevine gossip, to put new people on a three-month trial but it's not something I've encountered before.

Any performance review is subject to all the normal requirements of natural justice and good faith that apply to any employment situation.

Good employment practice involves frequent feedback to new employees, preferably after the first week, fortnight, month and quarter.

If performance is not on track, however, the employer has the same responsibilities that he or she would with any employee: to make requirements clear and coach and support the attainment of required performance levels.

If you are offered a contract, you should have reasonable time to consider it.

If such a trial period is embedded in the contract, I suggest you have it reviewed by a lawyer experienced in employment matters.

* E-mail your questions for Dr Marie Wilson to answer.