Whether you are returning from parental leave or a manager, Beverlie Wilkinson has some advice
As an executive coach who has worked with countless managers and returnees, I’ve seen firsthand the challenges that arise when team members embark on maternity leave. While companies often provide support through their People teams, successfully re-entering the workforce after maternity leave wholeheartedly relies on a proactive and positive relationship between the manager and the team member.
I always emphasise the importance of addressing several key areas
How can managers and returnees get their communication right during this crucial period? In my experience, both managers and returnees often hesitate to have an open conversation about their expectations. This hesitation can lead to misunderstandings and anxiety on both sides. As a coach, I always emphasise the importance of addressing several key areas which include:
1) Frequency and timing of communication
It’s crucial to discuss how often and when you’ll communicate. I’ve noticed that first-time parents often think they want to know everything, but once the baby arrives, priorities can shift dramatically. My advice to managers is to be flexible and prepared to adjust the communication as needed.
2) Sharing corporate updates
Nothing’s worse than hearing about a major company change through the grapevine. I always tell managers to put themselves in the shoes of the person on leave. How would you feel learning about a merger or restructuring third hand? Being proactive about sharing significant news can prevent a lot of unnecessary stress.
3) Team changes and dynamics
Life doesn’t stop when someone goes on maternity leave. Births, marriages, engagements and promotions continue to happen. I encourage both parties to decide upfront if they want to stay informed about these events. Remember, it’s not just about communicating the negatives – celebrating good news is equally important. As a manager, if your returnee is keen to stay in the loop, remember to celebrate their milestones by calling out their birthday or their work anniversary.
4) Communication methods
In today’s digital age, we have numerous ways to stay connected. I often see returnees struggling with the desire to disconnect versus the fear of missing out. My advice is to discuss which platforms work best. Maybe email for important updates and WhatsApp for social connection. The key is finding a balance that works for both parties.
5) Setting clear boundaries
This is absolutely essential. I’ve had clients who wanted a month of no contact around the birth, while others preferred to keep channels open. There’s no one-size-fits-all approach. I always encourage managers to share what has worked for other team members or from their own experience. Starting with communication only during core hours is often a good baseline.
6) Agreeing on support
Many organisations now offer a maternity buddy system, which can be a useful informal way of staying in touch. Having a colleague to connect with who’s perhaps also been through the experience can be invaluable. If the role is being covered temporarily, it’s important to agree on how communication will work in this scenario too.
Support and systems
Many of my clients cite lack of communication as incredibly anxiety inducing. So, however you agree to approach staying in touch, it’s important to have a support system in place to disconnect or connect throughout the leave as required.
The manager’s role
To the managers reading this, I can’t stress enough how important it is to be yourself. Maintain the relationship you’ve built with your team member. Don’t let the absence from the business change your dynamic. Be flexible – what works at the start of maternity leave might not work towards the end.
Remember, this person is still a part of your team. Treat them as you would any other team member. Consistency in your approach goes a long way in maintaining a strong connection.
Empowering the returnee
For those embarking on maternity leave, I always encourage openness about how you want the company to communicate with you. Don’t be afraid to set boundaries that work for you and your new family. Feel empowered to lead this conversation – after all, it’s about making this transition right for YOU.
The importance of flexibility
One of the most crucial pieces of advice I give to both managers and returnees is to remain flexible. The needs and desires of someone on maternity leave can change rapidly, especially after the birth. What seemed like a good communication plan initially might need to be adjusted throughout your leave which is completely acceptable.
Communication left wanting
I often tell my clients that a lack of communication usually creates more worry than too much. If you’re receiving too many updates, you can always scale back. But feeling out of the loop can be incredibly stressful for someone preparing to return to work.
As a coach, I’ve seen how good communication during maternity leave can make a world of difference in the return-to-work transition. It’s about finding the right balance – staying connected without intruding on this special time.
Remember, there’s no perfect formula. Every situation is unique, and what works for one person might not work for another. The key is open dialogue, flexibility and mutual respect. By focusing on these elements, both managers and returnees can navigate this period with confidence and ease, ensuring a smooth transition back to work when the time comes.
Beverlie Wilkinson is founder and executive business coach at Nuggets of Learning
