How to create a positive return to work for parents during a time of change

Returning to work after parental leave is often a challenging time. Moving back into a new rhythm, processes, policies team, and even role. That is all before you consider the fact that the person has to balance a new responsibility and needs of their growing family. At any time of their lives, returning to work needs support and understanding; a solid return to work induction that is created in collaboration between the staff member and their manager is an absolute minimum!

However, now they are returning to work in the midst of a shift in working practice, in the midst of glocal health crisis – it’s unlikely that this has been considered as part of a staff wellbeing strategy or risk management log!

Whilst I can’t claim to have all the answers, what I do have is a direct connection with lots of parents that are returning to work during a time of unprecedented change. Through my coaching, Facebook group and DMs, I’m hearing first hand their concerns and worries, as well as what (and who), is helping them to have a confident and positive return to work.

If you have parents within your team that are due to return to work after parental leave soon, remember they are going to be returning to a world of work that is different from when they left, totally beyond any of our imagination!

Are you altering your return to work support with this fact in mind? 

Here are four key things you need to consider when supporting your staff back to work.

1.     Use technology

I’m hoping by now you are used to having remote meetings and can see the value of them; using a range of technologies to stay connected with your colleagues, suppliers and clients. Whilst you may not feel like it, all of the standard return to work meetings can still happen, make sure it's personal and use video conferencing technology to keep the personal touch. It could be useful to set a rough agenda beforehand, so it stays on track. Start with “What do you need to tell them” and ask them “What do you need to know?”.

2. It’s not business as usual …

So please don’t pretend it is. You must set realistic expectations around productivity and availability around the context of their role. Not doing this will put undue pressure on them and their wellbeing. At the time of writing childcare is a worry with local lockdowns risking the removal of friends and family helping, as well as school bubbles being closed at weeks at a time. This WILL impact their work; what they can do and when they can do it. Make sure you are reasonable and agile around this issue. Ideally move to an outcomes-based approach to work, rather than expecting them to replicate their working day at home.

3. Fully support their return

Don’t remove anything standard from the process – just change how it’s done. If I'm honest, you want to make sure more than they need on a standard return is implemented - you know, all "the nice to haves" that are sitting in your to-do pile. If needed, create a virtual version of your face to face processes; from online videos, workbooks and check-ins. Coaching, mentoring and training can still continue – I should know, that’s how I’ve been working for nearly five years! This also expands to updating them on processes and systems and upskilling them. With this in mind, you could provide a return to work buddy - processes and procedures will have changed, so partner them up with someone who has navigated this already.

4. Provide what they need

This is information, equipment, time, understanding; the thing that everyone is struggling with at the moment is ambiguity. Let them know they can ask questions and make it clear what changes are temporary and what is up for discussion. It can be easy to have a routine approach to work, and I can see the motivational benefit to that, especially with so many people understandably concerned about their job security. However, we have to acknowledge there is life right not is still not business as usual. So, give people access to the emotional and mental support they need as well as IT logins and VPN access!

5. Think of the future

Whilst it is hard for any of us to plan or consider past the next month or so, be aware that some of the changes that you have HAD to create to keep going are actually a benefit to the flexibility and wellbeing of ALL of your team (not just those with caring responsibilities). Like any transition, elements of this life will feel eventually become the status quo – where flexibility and remote working were once impossible it’s become an essential response for so many organisations. Consider how you can keep this going, once this all passes, rather than reverting to how things were.

Whatever happens, as we move into 2021, the one thing you can control is how you make people feel at this critical and emotional period of their working life. You will know first-hand, as you are living this change yourself, what has worked for you as an individual and employee, use that insight to craft a confident return for the parents within your team.

Clara Wilcox is a straight-talking, practical and experienced coach helping clients navigate the tricky waters of returning to work, career changes and professional development. The Balance Collective has a social mission focused on improving the lives of parents, by working together to build inner confidence and promote a healthy work/life balance. Isn't it time you had a career to enjoy, not endure? Talk to me NOW about how I can help.