Returning to work after parental leave
Do you have new or soon-to-be parents on your team? Know that you can make it easier for them to return to full-time work while juggling their newborn.
There are plenty of effective strategies you can implement to accomplish this. The added bonus is that they also tend to boost engagement, loyalty and performance. Investing in employee well-being is investing in your company's long-term success.
Communication is key
Planning a return to work after parental leave starts with communication. Keeping communication lines open during and after a return to work definitely pays off. Above all, you’ll avoid misunderstandings. You'll also preserve the relationships you've taken time to build.
Of course, it’s important to check with the person to make sure they want to keep in touch. If so, ask them how often you can communicate with them.
While on parental leave
Keep employees on leave up to date on what's going on in your organization. What's new, what's coming up, internal moves, administrative changes... there’s no reason to keep secrets. It’s better to share the information. This will make returning to work smoother and quell any fears of missing out.
Be sure to invite them to informal get-togethers—no pressure to attend, though. You could even suggest coming to the office to introduce their baby to the rest of the team.
A few days before returning to the office
Schedule a meeting with the person. This can be done over the phone, via videoconference or in person. Talk about the company, their concerns and all pertinent organizational changes.
Be sure to ask the employee what kind of welcome they expect, whether it’s a quiet reintegration or an all-out celebration.
Prepare their workstation and accesses. This will make them feel welcome.
Finally, let the rest of the team know when their colleague plans to return to work as this will facilitate collaboration and communication.
Back from parental leave
Your employee finally returns to work after many months of absence. You must continue to be a communication guru.
Build trust through open, judgment-free and transparent dialogue.
Try to gauge your employee's state of mind. The key is to listen. What are their expectations of you, the organization and their job? What are their needs and concerns? This conversation will help you gauge the person’s mindset and, above all, determine what you can do to contribute to their well-being.
Make their return to work your priority. At the end of the first day and in the days that follow, take a few minutes to follow up. This will make all the difference!
Plan everything
When it comes to returning to work after parental leave, don’t play it by ear! Normally, you have just under 9 months to prepare.
What are the house rules?
Be sure to apply work reintegration best practices—review them if need be! Propose a reintegration plan that includes training, reading material, individual meetings with colleagues and coaching.
Take training on giving employees a warm welcome back. You can learn to do this. You don't have to have children to understand what it’s like to be a parent.
The quality of your welcome will depend on how well you adapt to the employee's needs and capacity. Sitting down together is a great way to manage expectations. Be honest and ask for the same in return.
Don’t put too much pressure on them either. Let the person get back on track at work. Consider assigning smaller projects to them until they do.
Follow up with them from time to time to assess how things are going. That way, you can make adjustments more easily.
Focus on training and professional development
Things tend to move pretty fast in the workplace. To help your employees thrive, focus on developing their skills.
Offer training that will help them hone their skills and provide career advancement opportunities. This is even more important after a long absence from work.
What qualities make for a successful return to work
What makes a manager outstanding? Often, it’s their ability to serve their staff. Certain qualities are needed when it comes to creating a welcoming environment and fostering employee trust and commitment.
Be empathetic and understanding. Listen to their needs and concerns. Be flexible and provide appropriate support.
Be flexible, how?
Sleepless nights. Seemingly endless runny noses. Medical appointments. No daycare. These are just some of the things new parents must contend with on a daily basis.
So, how do you foster a workplace climate where it's possible to work while exhausted and reach a work-life balance?
You need to find a happy medium between your organization's business needs and your employees' capacities. Consider every possible solution to adapt to their new situation.
Perhaps working in hybrid mode is something to consider? If that's not possible, then try to adapt the work schedule: part-time work, a 4-day week, making up hours outside normal work hours, etc. The key is knowing that the work will get done, just at a different time.
One thing's for sure: returning to a regular work schedule takes time. Allow your employees to gradually resume their tasks. Assess your employees’ workloads to make sure they don't affect their well-being at work. Make adjustments, when necessary. How? By prioritizing assignments, pairing employees, extending deadlines, reorganizing tasks, etc.
Foster inclusion
Your team is made up of people from all walks of life and cultures: young, old, single, married, with children, childless.
Your role is to embrace these differences and create a united, inclusive workplace. All the members of your team need to feel that you respect and support their professional and personal choices. It's a well-known fact that a diverse and inclusive workplace promotes retention.
Make your team aware of the importance of supporting new parents. Show them that you really care about their return to work after their parental leave.
Unwavering support
Be sure to remind new parents of all the services offered by your group insurance. Promote services that will make their lives easier: virtual healthcare, health and prescription drug insurance, Employee Assistance Programs, workplace health and wellness programs, daycare locator service, etc.
Refer them to resources that can help them reach a work-life balance.
Use positive reinforcement
Celebrate the good and avoid dwelling on the bad. Show your appreciation for and appreciate the contributions and efforts made by new parents.
Focusing on the positive encourages employees to do better. Recognition boosts motivation and creates a positive workplace climate. Every gesture counts when it comes to building trust and commitment.