Supporting Working Parents: Don’t Make this Costly Assumption
Returning to work after parental leave is a significant transition, not just for new parents but for their teams and organizations as well. The shift involves more than just coverage plans and temporary reporting structures; it’s a period of readjustment that requires careful management. When an employee returns, the pressure to resume “business as usual” can be immense, both for the individual and their team.
And let’s not forget the monumental changes occurring at home for new parents during this time. Like a pot that boils over without someone lowering the temperature, new working parents can “boil over” without appropriate support.
But here’s the key: managers often need guidance on how to provide this support effectively. Assuming that managers inherently know how to support working parents is a costly mistake.
Why Training Managers is Crucial
In my experience coaching working parents, this time is crucial for talent retention. The support provided by managers can make or break the experience for new parents. Time and again, I’ve heard clients express frustration: “My manager just doesn’t seem to understand!” Eventually, many of these employees leave in search of an organization where they feel truly supported. This underscores a critical need: training managers to support working parents effectively.
Managers Need Training to Play Their Role Effectively
The first few months after returning from maternity leave are often the most challenging. New parents are adjusting to the demands of a newborn, balancing work and family responsibilities, and, in many cases, dealing with the emotional and physical recovery from childbirth. During this period, having a manager who is empathetic, flexible, and supportive can be a game changer—but only if they know how.
Managers are on the front lines of this transition and play a critical role in ensuring that new parents feel supported and valued. However, without proper training, even the most well-intentioned managers may struggle to provide the necessary support. Here’s why training is essential:
Empathy and Understanding: Managers need training to understand the specific challenges new parents face. Flexibility is crucial—whether it’s in the form of altered work hours, the ability to work from home, or simply understanding the occasional need to take time off for child-related emergencies. Training helps managers develop the empathy required to make reasonable accommodations that can alleviate much of the stress associated with balancing work and parenting.
Clear Communication: Open lines of communication are vital, but managers need to learn how to facilitate these conversations effectively. Training should equip managers with the skills to engage in ongoing discussions with employees returning from parental leave, helping them understand and address their needs and challenges proactively.
Providing Resources: Organizations may offer a range of resources to support working parents, from Employee Resource Groups to mental health benefits. However, managers must be trained to be aware of these resources and guide employees on how to access them effectively. Without this knowledge, valuable resources can go underutilized.
Reintegration and Career Development: Returning employees might need time to readjust to their roles, and managers must be trained to recognize this and set realistic expectations. Training should also cover how to support employees in their career development post-leave, whether through ramp-up programs, leadership coaching, or re-engineering bonus structures for employees working on sales targets or commissions.
The Cost of Not Training Your Managers
Is there a cost to investing in this training? Yes, but the trade-off is clear. Failing to train managers to support new parents adequately not only affects employee morale but can also have significant financial implications for the organization. High turnover rates lead to increased recruitment and training costs, loss of institutional knowledge, and a potential decline in team morale.
Moreover, the ripple effects of losing talented employees can be far-reaching. It can impact the organization's reputation as an employer of choice, making it harder to attract top talent in the future.
The Worst Assumption Your Organization is Making
The takeaway is clear: having supportive, knowledgeable, and empathetic managers is essential to retaining working parents. And if you’re thinking, “Why do I need to bother with this?” consider this: one out of every nine employees in the US workforce has a child at home under the age of 5. With families waiting longer to have children, they’re hitting this life milestone at the peak of their careers and the peak of your talent pipeline.
By investing in the training and development of your managers to be more supportive of new parents, you’re not just enhancing the employee experience—you’re making a strategic move that benefits your entire organization.
Want to learn more about how to provide your managers with the support they need? Set up a consultation with me to create a custom solution that works for your organization.