Back to Business: The Manager's Guide to Parental Leave Return

While “The Great Resignation” and widespread company layoffs continue to dominate headlines, I am mindful of another trend: parents leaving their jobs after returning from parental leave. In fact, the numbers show that the rate of new parents leaving their jobs due to lack of support is slightly higher than the rate of resignations caused by the wage stagnation, lack of opportunities, and inflexible policies cited in the Great Resignation movement. (43% vs 41%) 

This is not just a post-COVID phenomenon. Decades of data shows us that 1 in 4 employees who take parental leave never return to work (SHRM). For me, this subject is close to home because today is my first day back into the office from my own “diaper duty vacation”. But more importantly, I have team members who are also returning from parental leave and I wanted to know how I could be the best manager for them upon their return. If you search online, there are several guides for parents returning to work but not much for the managers of those parents. 

So, in the famous words of Bobby Brown on the Ghostbusters II soundtrack, “You want something done, you gotta do it yourself”.

This article is my attempt to highlight actionable tips that you can immediately adopt as a leader to support parents returning to work. I won’t spend much time on company policy changes or property enhancements such as providing lactation rooms or childcare services — these are resources all companies should consider and you should champion as a manager.

Instead, here’s my list of 9 essential actions managers must implement to support parents returning to work:

1. Foster Open Communication

"It’s important to [share] needs and limitations. You have to be honest with yourself and with your boss, and work together to create open communication" - Serena Williams, professional tennis player and working mom

Open communication is vital for a successful reintegration of returning employees after parental leave. Their availability, priorities, and needs may have changed, making it important to avoid assumptions. Failure to communicate effectively can lead to assigning tasks that don't align with their new schedule or priorities, causing burnout and decreased productivity. Establishing trust, support, and understanding through open communication can lead to better teamwork, coordination, and collaboration.

Here are a few actions a manager can take to establish open communication with a returning parent:

• Regular check-ins: Schedule regular check-ins to ensure the employee is adjusting well and to address any issues. This establishes trust and an established cadence of open communication.
• Discuss job expectations/changes: Unclear job expectations can lead to confusion and frustration for returning parents. Provide updated, clear job responsibilities, including any changes that took place during the parent's absence.
• Partner/Client Regrouping: Open communication isn’t just between you and your team member. Also consider clients and partners who are anxious to have their support back. If possible, make space, set expectations, and help create boundaries with business partners to offer grace and align with your expectations for the returning employee.
• Provide resources: Research company offerings for child care options, lactation rooms, or employee assistance programs. This will demonstrate that you are invested in their success and well-being as they return to work.
• Promote Self Care: Unless you clearly state it is okay for your team member to prioritize their family, everything they do for their family may make them feel guilty. Encourage parents to do what they need to do — from impromptu diaper changes and remaining off-camera for zoom meetings, to mid-day family walks and “no meeting days'' to care for a sick baby.

2. Customize Re-Board Plan

“Most jobs create an onboarding plan for new employees. You have to also consider re-boarding plans for returning employees.” - deichamps.com

Creating a new onboarding plan for returning parents is crucial. After a leave of absence, employees may forget important work tasks and company policies may have changed. Additionally, their professional priorities may have shifted during their leave. An updated onboarding plan shows your investment in their success and ensures they have everything they need for a smooth transition back to work.

Customize their onboarding plan to meet their specific needs, taking into consideration their work history, current responsibilities, and new challenges. Here are the tips for creating a re-boarding plan for a returning parent:

• Provide training or refresher courses: To ensure returning parents feel confident in their ability to perform their job, provide training or refresher courses if there have been changes to processes or technologies during their absence.
• Provide opportunities for networking and socializing: Help your returning employees feel more connected to the team and company culture by providing opportunities for networking and socializing, like team lunches or activities.
• Encourage self-reflection: Encourage the returning parent to reflect on their experience and identify any challenges or successes they've had during their time away. This can help them gain perspective during their return to work.
• Remind them of Employee Resource or Affinity Groups for parents: Promote and encourage participation in your parental ERGs or affinity group(s) within the workplace. This can help foster a sense of community and support, and provide a space for your team members to discuss their unique challenges and concerns.

3. Re-Establish Your Teammate Within The New Work Paradigm

"I noticed a shift in the dynamic of our office, where I felt like I had lost some of my authority. It's demoralizing to feel like you have to start from scratch and prove yourself again after being away, especially when you're already juggling so many other responsibilities outside of work." - Anonymous employee quote from Working Mother

Returning employees may face challenges re-acclimating to the workplace after a leave of absence, as work and client responsibilities may have shifted to other team members or company dynamics may have changed. Managers should recognize these challenges and take steps to help their employees re-integrate successfully, by:

• Acknowledging Changes: Inform your returning team member about any changes within the organization or team, such as new clients, strategies, or stakeholders. By providing a clear picture of what has changed, this will help them quickly adjust to their new working environment.
• Repositioning Them: Actually welcome your returning employee back into their expected role on projects, teams, or working groups to re-establish their authority. If they're taking over a project that was assigned to someone else, have private meetings with each person separately and together to ensure a positive transition experience for all.
• Elevating Their Voice: Help the returning parent regain confidence by involving them in decision-making. Encourage their input on projects and team assignments and provide opportunities for them to lead meetings and present to clients.
• Manager Calendar Sharing: If your daily conversation partner only coos or cries, your convo skills may slightly suffer. Invite the returning team member to join you as a guest in meetings during their first month back to help them get up to speed and regain confidence in their communication. This can be a low-pressure way for them to hear priority discussions and re-engage with the team without the pressure of performing.
• Trying Something New: There’s a chance your teammate has discovered new abilities and interests while parenting away from work. Provide opportunities for the returning parent to take on new challenges or projects that allow them to apply their new skills and knowledge.

4. Recalibrate Work Allocation

"When new parents return to work, managers should be mindful of workload allocation, checking in regularly to ensure that parents are not being overburdened or left out of opportunities." - Laura Spawn, "How To Create A Parent-Friendly Workplace Culture"

Workload allocation is an important aspect of effective team management, especially when a team member returns from parental leave. Here are some tips for managers to ensure a smooth transition:

• Create a task force: Consider forming a small group of team members who can help redistribute work across the team. This can help ensure that the returning parent is not overwhelmed with tasks and that work is distributed fairly.
• Offer a "ramp-up" period: Allow the returning parent to ease back into their workload with a gradual return schedule. This can help them re-adjust to their role while also reducing stress and overwhelm. 
• Consider outsourcing certain tasks: If there are certain tasks or projects that can be outsourced, consider doing so to help lighten the returning parent's workload. This can be a great way to ensure that they can focus on the most important tasks without becoming overwhelmed by a backlog of work.
• Communicate effectively: Managers should clearly communicate the returning parent's responsibilities to their team members and encourage open communication among team members to ensure everyone is on the same page and can support each other as needed.

5. Curate Shadow Opportunities

"My boss actually set up shadow opportunities to ensure that I was fully up-to-speed before taking on my regular workload." - Working parent, quoted in Forbes article "How Companies Can Better Support Parents Returning From Parental Leave"

Curating shadow opportunities for the returning parent can be an effective way to help them re-acclimate to the work environment and industry. Shadow opportunities can give the employee a chance to observe their peers and colleagues, ask questions, and gain knowledge about any changes that have occurred while they were away.

Here are some tips for a manager to curate shadow opportunities for their returning parent:

• Connect: Schedule meetings or shadowing opportunities with key stakeholders and departments that have undergone changes or are critical to the returning parent's work.
• Assign a mentor or buddy: Pairing returning parents with a mentor or buddy who has gone through a similar experience can provide valuable support and guidance. A mentor or buddy can help the returning parent catch up on missed work, provide insight on changes that have occurred while they were away, and answer any questions they may have.
• Networking: Encourage the returning parent to attend industry events, webinars, and conferences to keep up to date with the latest trends and practices.

6. Be Flexible With Work Arrangements

"As a physician, it's been hard to balance my family life and my work life. But when my manager and I worked together to come up with a schedule that allowed me to be present for my family and still meet the needs of my patients, it made all the difference." - Dr. Jasmine Marcelin, infectious disease specialist and working mom

Being flexible with scheduling and work arrangements can help alleviate some of the stress and challenges that come with balancing work and family responsibilities. Here are some tips for managers on how to be flexible:

• Be flexible with deadlines: Be flexible with deadlines and provide additional time to allow the returning parent to get back up to speed without feeling overwhelmed or rushed.
• Offer flexible working hours: Offer flexible working hours to returning parents to accommodate their schedule, such as starting and finishing work earlier or later.
• Allow for "flex days": Discuss the potential of “team flex days" each month, where they don’t have meetings and can do what they need to do to be productive. 
• Create job sharing opportunities: Consider offering a job-sharing option where two employees can split a full-time role. This can help the returning parent balance their work and home responsibilities, while still contributing to the team and maintaining their career trajectory.
• Center feedback on results: Rather than focusing on the number of hours worked or being present in the office, focus on the quality of work produced and the results achieved.

7. Don’t Rely Solely On Policy

"There wasn't a clear policy in place to support new parents coming back to work. There was no structured plan for onboarding or flexibility, and it felt like I was expected to just jump back in at full capacity.” - Fatherly, "The Challenges of Being a Working Dad" 

Managers shouldn't rely solely on company policies to support their employees. Going above and beyond to create a supportive workplace culture can lead to engaged and productive employees who feel valued and supported. Tips to consider:

• Use Team Budget For Wellness: Offer growth resources such as counseling, stress management, and mental health support for all team members to help them balance work and family responsibilities. Bring in experts virtually or in person to support your team's needs.
• Adjust Offsite Plans: Create an opportunity for family friendly offsites. This could include adjusting the location to accommodate a new parent, adjusting the agenda to end earlier, or having moments where team members can invite their families. For example, if you have a team that is remote, instead of having your offsite at HQ, budget appropriately and pick a location near the new parent(s) so that they do not have to leave their newborn alone overnight too soon. 
• Become an Advocate: Studies found that only 27% of workers who took parental leave reported that their employer had a formal policy in place for their return to work. Advocate for better support for returning parents by researching and sharing best practices, industry benchmarks, and case studies with your supervisor, HR, or other decision-makers. Stay persistent in communicating your ideas and concerns in a clear and respectful manner to encourage positive changes.

8. Address Own Personal Biases

"I felt like I had to choose between being a good parent and being a good employee. My boss made it clear that he didn't think it was possible to do both." - Mike, a sales manager in New York

As a manager, it's important to recognize and address any personal biases that you may have against working parents. Unconscious bias can impact your perception of your returning employee's ability to perform their job, leading to unequal treatment and opportunities. Here are some tips to help you address your personal biases.

• Share Learnings: Take the time to educate yourself about the challenges and experiences of working parents. This can include reading articles, attending training sessions, or talking to other parents in the workplace. You do not have to share your learnings with your team or direct report, but find a way to discuss your learnings and grow your perspectives, such as in conversation with family, friends or ERGs.
• Recognize Achievements: Make sure to recognize and celebrate the contributions of returning parents on your team. This can be as simple as saying thank you, publicly acknowledging their hard work, as well as anyone who’s been supporting their return.

9. Celebrate Their Return

"We make sure to welcome and celebrate each employee's return from parental leave. It's an important moment for them and for us as a company to acknowledge the transition back to work and show our support." - Melissa Wong, Director of People at VaynerMedia

Celebrating a parent's return to work can help create a positive and welcoming environment, boost morale, and increase employee engagement. Here are some ideas for a manager to celebrate a parent's return:

• Host a welcome back lunch or breakfast: Organize a team lunch or breakfast to welcome the returning parent back to work. This provides an opportunity for the team to catch up and socialize.
• Decorate their workspace: Decorate the returning parent's workspace with balloons, streamers, or other decorations to show that they are appreciated and welcome.
• Share an announcement: Send a Slack, email or announcement to acknowledge and celebrate the parent's return, highlighting their contributions to the team and their commitment to the company.
• Give a thoughtful gift: Try giving the returning parent a thoughtful gift, such as a gift card, a personalized baby onesie, or a plant to brighten up their workspace.
• Celebrate with their family: Consider hosting a family-friendly event or activity, such as a family picnic or outing, to celebrate the parent's return with their loved ones.

As managers, we have the unique opportunity to make a significant impact on the lives of our team members returning from parental leave. By recognizing and addressing the challenges they may face and by providing resources and support, we can help them ease back into work and continue to excel in their careers. Remember, a little flexibility, empathy, and communication can go a long way in creating a positive and productive workplace culture for all employees. Our efforts will not only benefit the returning parent, but also contribute to a more engaged and motivated team overall.