Geraldine Gallagher explains the challenges for people returning to work following maternity leave, and how HR managers and leaders can best support these employees
When a person returns to work following maternity leave, everyone in the workplace may see her as the same person who went on maternity leave. However, she is no longer that same person, due to her new identity – a working parent with competing responsibilities.
She may not know quite who she is anymore and this is part of the reason that transitioning back to work is more challenging for working parents than managers usually realise.
However, we can do a lot about making it better.
Supporting women returning to work following maternity leave is not just a matter of ‘the right thing to do’. It impacts the bottom line, makes good business sense and is a strategic opportunity for employers.
Maternity leave is a short period in a woman’s overall career, which presents organisations with an opportunity to implement supportive policies and practices to retain top talent, enhance diversity, boost employee engagement and drive overall business success.
Embracing these opportunities creates a win-win situation for employees and employers, leading to a more dynamic, inclusive and productive workplace.
The impact of maternity leave
HR managers and leaders need to be aware of the impact going on maternity leave and returning can have on women. By not being fully aware of the transition your employees are going through, you miss the opportunity to fully engage, retain and support them.
There are several considerations you should be aware of for your returning employees.
- When the individual has returned, please remember they are still navigating a personal transition; not just physically but emotionally and psychologically. Re-assure them that what they are feeling is normal and it doesn’t change how you see them.
- The individual now has a new identity as a working parent. For first-time parents, this is a new identity to navigate. For parents who have expanded their family, they also have the new identity of a working parent to several children, which also comes with additional responsibility.
- The individual may also be experiencing a crisis of confidence because of being out of the workplace for a period. When they return, it will take time for the individual to gain a sense of belonging and to re-build their confidence.
Transition into and out of maternity leave
- Performance reviews and the process of engaging with reviews while the individual is on maternity leave;
- Promotion opportunities while on maternity leave, and who will communicate these to the individual;
- Further career opportunities;
- How the individual prefers to keep up to date with company communications while on maternity leave; and
- The company policies and benefits/services available to them now, while on maternity leave and when they return, such as sleep consultants, breastfeeding support and maternity transition coaching support.
When a member of staff is returning from maternity leave, the lines of communication should remain open to discuss:
- What the individual may need to ease their transition back. For example, some employers offer a phased return or flexibility.
- Ensure everything the individual needs has been set up and ready for their return, including a laptop, office access, log-in details, new system user set-up and system training.
- Be open and clear on the individual’s role and their objectives. This prevents the individual from questioning their place in the workplace.
- Re-boarding process:
- It can be useful to assign a “buddy” during this stage to support the individual both emotionally (especially if their buddy is a working parent) and administratively, such as helping them get up to speed with new systems or processes.
- Offer maternity transition workshops or one-to-one maternity transition coaching support with an expert who can guide and support them.
- Employers should consider Keeping in Touch days to maintain connections and ease transitions for employees.
Ultimately, embracing these opportunities benefits both employees and employers, fostering a supportive organisational culture.
Geraldine Gallagher is a Leadership and Transition Coach at Inspire Coaching
LOADING...