This article details the role managers have on parental leave experience.
The role of a manager in influencing the parental leave transition is both profound and multifaceted. A manager’s actions, attitudes, and decisions during this period can have lasting implications, not just for the individual employee but for the entire organisation. As corporate leaders, recognising, nurturing, and emphasising this role ensures we're building organisations that are resilient, compassionate, and future-ready
Emotional support and wellbeing
Managers who provide emotional support create a positive and inclusive environment for employees preparing for parental leave. They show empathy, congratulate the employee, and offer encouragement and understanding throughout the process. A supportive manager can reduce the stress and anxiety that employees might feel when considering or embarking on parental leave. A positive experience during this time can bolster loyalty, motivation, wellbeing and overall job satisfaction.
Flexibility and accommodation
A supportive manager understands the need for flexibility during the transition to parenthood. They work with the employee to create a flexible work schedule, explore remote work options, or adjust workload and deadlines to help manage the employee's responsibilities effectively.
Communication and planning
Managers who engage in open and proactive communication help employees feel more prepared for their leave. They discuss the leave details, establish a clear plan for workload management, and ensure that the employee and the team have a shared understanding of expectations. Effective planning for parental leave can ensure that business operations continue seamlessly.
Delegation and resources
Managers help employees prepare for their absence by delegating tasks, assigning temporary responsibilities, or providing additional resources. By redistributing workload fairly and ensuring adequate support for the team, managers can help maintain productivity and reduce stress for both the employee on leave and their colleagues.
Smooth reintegration
Managers help ease the transition back to work after parental leave by providing a structured return plan. This may involve a phased return, flexible working arrangements, or a gradual increase in workload to help employees readjust and maintain work-life balance. A smooth transition back to work post-leave, facilitated by the manager, can expedite the returnee's ability to reach their pre-leave productivity levels.
Employee Loyalty: Managers who support and understand the challenges of the parental leave transition can foster a deeper sense of commitment among employees. This can significantly increase retention and reduce the chances of post-leave turn over.
Employer Brand When managers handle parental leave transitions well, it positively impacts the organisation's reputation, making it an attractive choice for top talent who value such support. An organisation that supports parents is not just looking at short-term gains but is invested in the long-term growth and well-being of its employees, acknowledging their evolving life stages.