3 Steps to Success: How to support the return to work from parental leave
Each one of us is someone’s precious child.
This is the essence of how Bob Chapman leads, and it never feels more relevant than when we’re discussing the transition to parenthood and beyond.
It serves as a powerful reminder that those we lead and manage are humans, not simply resources for our success – a trap too many of us trip into unconsciously as we are caught up in the whirlwind of meetings, deadlines and client demands.
All too often, supporting this transition is seen as just another job-to-do, another transaction in business.
Yet, for the individuals involved, it’s a significant life-changing moment. For me, and almost every parent I know, becoming and being a parent is the most physically, emotionally and psychologically challenging experience of my life.
It is anything but transactional.
It is a moment to manage with attention and care.
When we do, it reaps huge rewards for everyone. The ripple effect inside and outside of the business is utterly game-changing.
So, how can we support the people in our team who become parents? How can we enable them to take this moment in their stride and return to work able to thrive and rise?
Here are three steps to co-create a smooth transition back to work after parental leave.
Both returners and managers should complete Step 1 on their own, then bring this with them to complete Steps 2 and 3 together.
1. Cultivate a compassionate mindset
We all have a parenting story, even if we are not parents ourselves.
When we recognise our own story, we can choose how it affects our approach – the language we use, how we behave and our impact. This is our mindset.
Take time to ask yourself:
What assumptions am I making?
What blind spots and biases might I have?
What emotions and feelings am I noticing?
2. Listen deeply with empathy
With so much noise around us, it’s hard to know what we think. I recommend giving space to think for yourself about what truly matters before heading into any conversation.
When talking together:
Put away all other distractions to focus – give yourself fully to the conversation.
Listen with respect and interest, without judgment, opinion or assumption.
Reflect back what you’ve heard, acknowledging what’s going on for the other person.
Ask questions to understand the other’s experience and discover what truly matters.
3. Engage in open, honest conversations
Getting together to talk is the only answer. These are the key topics to cover:
Key dates: Keeping-in-touch days, team, company and social gatherings, training events, the first day back
A business update: What’s changed? How does it impact us?
The role: Discuss ambitions, opportunities, skills, and strengths. How do these fit with the business and the individual’s life now?
Support: Be clear about what you both need to succeed – what, when, for how long. If in doubt, do a trial and then, keep talking.
Supporting employees during their transition back after parental leave is not just about policies and procedures. By embracing these steps and fostering a culture of empathy and support, we not only ease the transition for returning parents but also create a more inclusive and productive workplace for all.
Remember, every employee is someone’s child, and by treating them with the care and respect we’d want for our own, we build stronger teams, more resilient organisations and ultimately, a better society. Are you in?
First published on Parallel Employee Benefits’ blog.
