Four ways to support the parents in your team BEFORE they return from leave

This is the first time I have come to my blog, without the intention to share with you the benefits of return-to-work coaching! I expect you are now at the point where you can see the benefits of this support for your team, however, that isn’t just enough when you are creating a whole company approach for returners. Today, I want to talk to you about four ways to support the parents in your team BEFORE they return!

This is not about KIT days and financial policies; I’m working on the assumptions you are a) sticking to the law and b) paying your staff well. This is not about flexible working policies either; again, if you are reading this, I hope that you are in a space where you believe that work is what you do, not when or where you do it. This is all a given. So now, you want to learn more about how to encourage, support and retain the talent within your team. When you consider quality and effective return-to-work support, this begins BEFORE the person returns to work. And, importantly, continues, ready for each person when they are ready to announce their pregnancy or adoption.

Coaching must not be the only action that is taken to support the needs of staff – it needs to be part of a larger and ongoing program of support. Whilst I know, through personal feedback and academic research within the coaching profession (and beyond) that coaching works – I need to share with you something important. When you have a person being coached in isolation, without a supportive environment to work within, you are only scratching the surface of creating a career to enjoy. 

Through my coaching working, parents share with me their wants and needs for support. They detail how their workplace is making them feel listened to, valued and safe. Likewise, in my career coaching, I am told the reasons why they are looking to move or the reasons they felt like they needed a new role.  

The following are the areas that are often overlooked, will significantly impact a return, and when utilised create an environment to thrive in. This will, in combination with an external coach (“waves enthusiastically”) will not only help the mum or dad return but build a healthy and desirable organization. 

Four ways to support the parents in your team BEFORE they return:

Speak about parental leave and parents positively.
How many times have you heard extended leave be discussed as a holiday, even in jest? Or the subtle “othering” of parents within the organization? Check the way you talk about this, and also hold others accountable for these attitudes and behaviours. This expands to not being silent around all examples of judgement and discrimination! It sends the same message.

Include them in opportunities for the future when planning
Don’t make any assumptions about what people may or may not need or want; don’t opt them out of upcoming opportunities (projects, promotions and/or training) because of what you believe about the desires of a working parent. The only person who can decide on what they will want will tell you when they return. 

Be an advocate for a wellbeing focused culture
Consider how you can be a role model. Teams pay as much attention to behaviour as well as actions. So this includes when you email, the timings you schedule in meetings (are they clashing with the school/nursery run for example!), being open to agile working and considering the impact of workload.  

Commit to learning more! 
You will make mistakes, and you may have already! But that is fine. It’s what we take from that experience and how we apply that learning that matters (in most situations!). The only reason that the well-being strategy has developed to where it is right now is through challenging the status quo. Over time, be open to learning what works, taking feedback, listening and creating a space where everyone can honestly share what they need. Use this insight to create the policies and processes that can make a place worth working in.

What do I want you to learn from this? 
Ask parents what they need. 
It may not be what you expect.
Then take that information and make it happen.

If you would like to speak to me about my coaching and well-being service, feel free to book a call here. I can’t wait to be part of your larger people strategy!