Real Strategies from Real Leaders to Create a Culture that Supports Parents Returning from Leave

As we continue to navigate the evolving landscape of work and parenthood, it's clear that investing in supporting returning parents is not only the right thing to do but also essential for long-term organizational success. In our most recent Leadership Power Hour, Parento’s Director of Parent Experience, Amanda Hemm, led an interactive workshop for managers, HR professionals, parent leaders, and culture creators to explore challenges that leaders face when employees go on parental leave, some ways that organizations are building cultures to support parents, and ways to level up parental leave as a professional development opportunity. Here are some of the ideas and takeaways that emerged that you can implement right away.

Ideas to Overcome Parental Leave Challenges for Leaders 

While Paid Parental Leave (PPL) is the first step in supporting new parents, the next step is welcoming them back from leave in a way that feels supportive and engaging. To understand how, here are common challenges that leaders face - said and unsaid - when employees go on leave and ways that real company leaders are addressing them

Budgeting for Parental Leave

When planning for an employee's leave take into consideration the budget, timelines, and prioritization when making intentional decisions about the workload. Handing extra work to already-at-capacity employees is not a prudent decision for productivity or team morale. 

Leadership Suggestions:

• Budget for temporary help.
• Extend timelines and expectations around productivity.
• Identify what projects/tasks/activities are central and which can be deprioritized. Communicate this to the team so everyone is pulling the same direction.

Managing Paperwork and Administration

The administrative process for taking leave often mystifies employees and managers alike, especially when employees are eligible for state Paid Family Leave (PFL) benefits. Poor information can lead to missed deadlines, scrambling, and even a lack of confidence in HR.

Leadership Suggestions: 

• Provide an easy to digest Parental Leave FAQ that is openly available. Make sure employees can access it even before they announce.
• Create a checklist to give employees when they announce that has key information such as dates, links to documents, and contact info for the leave administrator.
• Train managers on the process so there is consistency in messaging

Note: If your company works with Parento, the Parental Leave Pathways guides parents through the parental leave transitions with a customizable plan, key touch points, and recommendations. Additionally, our Leave Concierge and PFL Guides can guide employees through the paperwork associated with parental leave. 

Coordinating Continuous vs Intermittent leave

Another topic is how companies are handling coverage for both continuous and intermittent leave. There are pros and cons to both, but continuous leave, also known as a "block leave", is the most common type of parental leave that is defined by a long period of time that requires coverage while the employee is on leave. Whether it’s just for a few days or a few weeks, this is a block of time off for parental leave. Depending on the duration, continuous leave can be taxing on team members if supplemental coverage is not available or there has been little consideration to budgets, timelines, and prioritization.

Intermittent leave, however, is when parental leave is taken in short durations of time. There’s usually a set reduced schedule or time is taken a few days at a time, which can result in a less thorough coverage plan. Depending on the schedule, this can lead to more transitions and disruptions than a continuous leave but may fit an individual's schedule better (e.g. sales). Intermittent leave is not accommodated by all organizations and policies and can be very confusing if the parameters aren’t clear or established. 

Leadership Suggestions:

• Provide clear company policies and see what leave options are allowed to reduce any negative impact on employee’s pay and experience. 
• Help managers coordinate coverage for intermittent absences so that this schedule doesn’t lead to more work and stress for employees, such as offloading the tasks that require more collaboration and use the time in office on more individual tasks.
• Implement a re-onboarding program that supports both types of leave, if available.

Eliminating Assumed Intentions

Next, assumed intentions. Leaders often make assumptions about the needs of returning parents. While this is usually done with good intentions, incorrect assumptions can lead to inadvertently type casting the employee, invalidating their needs and de-motivating them. “The Motherhood Penalty” and “The Fatherhood Bonus” are examples of assumptions gone wrong.  

Leadership Suggestions:

• Ask the employee about their intentions and needs before return, upon return, and at regular intervals over the next 6-12 months. 
• Recognize that priorities and needs change over time. 
• Key points to discuss: schedule changes, travel, changes to projects or assignments, and professional development opportunities. 

Layoffs, Bonuses, Promotions, and Reviews

Business continues when an employee is on leave, including promotions, review periods, and occasionally, layoffs. Knowing when to engage with employees on leave, when decisions can be made in their absence, and what can't wait until they return can be tricky.

Leadership Suggestions:

• When planning for leave, ask the employee about their preferences around being contacted on leave, aka their “communication bubble.”
• Have conversations prior to leave about reviews or promotions if you know that these periods are coming up while the employee is on leave. Can you gather information for performance reviews now? Can you ask about their intentions for professional growth?
• If your company must lay off an employee on leave, be sure that you are in compliance and treat the employee ethically.
• Base bonuses on the performance of the employee without discounting for the parental leave period.

Ideas to Improve Parental Leave Transitions

Embracing a culture of support and flexibility, organizations can not only retain valuable talent but also foster an inclusive and innovative work environment where employees feel valued, empowered, and able to bring their whole selves to work. From benefits to community, when organizations infuse their culture with family-friendly values the impacts are limitless! So, what elements of the parental leave transition does your organization do really well? 

Here are a few examples to give you some ideas:

Culture: Set an Example from the Top Down

• Upper level executives and management utilize parental leave and family friendly benefits.
• Top level management “parents out loud” (see below) which creates a positive example for other parents in the organization.
• Choose family first occasionally and share when you are doing so. Make it acceptable for all employees to have that same choice.
• Ask questions and share parenting struggles to model openness and vulnerability.

Ways to Encourage Parenting Out Loud

Encourage parents to be transparent with their parenting responsibilities:

• Add time blocks in calendars for family related activities like child care pick up, pediatrician appointments, and special school events.
• Photo Friday: share pictures and anecdotes about your family.
• Understand when parents need to hop off calls for bed, bath, and dinner.
• Understand that kids may appear on virtual meetings.
• Create a Parents slack channel to encourage community among parents.
• Parenting out loud is for all parents - dads and moms. Dads can be a very powerful example for other dads.

More Perks and Benefits

• Re-onboarding time: build in time for returning parents to acclimate and ramp up before placing them on billable projects
• Back up child care benefits.
• Lactation space and a culture that anticipates the time needed to pump without simultaneously doing work.
• Wellness first attitude. For example, encourage “walk n’ talk” meetings so people are getting fresh air and movement throughout the day.

Ideas to Support Professional Growth for New Parents

Parental leave is a time of personal and professional growth. Unfortunately, many employees are left out while on parental leave. While this used to be referred to as the “mommy track,” this impacts all parents. So, what does professional growth mean in terms of the parental leave period? Here are some strategies and suggestions.

Evaluating Employee's Role at Work and Career Trajectory

Parental leave offers a natural time to shift roles and responsibilities. It's understandable that you'll need to cover the work while your employee is on leave, and depending on the duration of the leave, the work may not be able to wait until the return.

• When creating coverage plans, encourage employees to think about their career aspirations. Determine what work will permanently transfer to another employee and what will return to the new parent.
• Discuss opportunities for growth or moving into new roles. This could be a shift in their current role, a promotion, or another opportunity within the company.

Elevate Junior Co-Workers and Support Their Growth

Consider who is assuming the responsibilities of the parent going on leave. This may be a great opportunity for junior members on the team.

• Break down the employee's role who is going on leave and determine how the leave can be an opportunity to learn new skills or take on more responsibility permanently or on a trial basis?
• Will you hire a temporary new person and expand the capacity of the team? This may allow everyone to stretch capabilities and grow.

Disclaimer: Please refer to federal and state laws before making any changes to the employee’s role or responsibilities. For example, the Family and Medical Leave Act (FMLA) states that the employee must be able to return to their same or “equivalent job” upon return from a job-protected leave. 

Identify Transferable Skills

The skills learned at work support home life and the skill learned in parenting support work. Watch how working parents develop transferable skills.

• Prioritization: Limited time means having to focus on the high priority tasks. Parents don’t have time to “sweat the small stuff."
• Shed unnecessary tasks and increase productivity.
• Asking for help: Recognizing the need to ask for help from those better equipped to handle the issue at hand. Staying in “zone of genius."
• Communication: effective, concise communication helps parents as they are balancing the needs of work and family.

Rebranding at Work

Lastly, parents acknowledge that they can’t be the same person at work as before kids. As we've explored various challenges and strategies, it's evident that supporting parents through their transition back to work requires proactive leadership, clear communication, and a commitment to ongoing support.

• As a leader, embrace the change and using it as a point of clarity for intentions and expectations.
• Be mindful that employees may require some more support or realignment when returning from a parental leave. 
• Find some skills or strengths assessments that can help them rebrand and redefine who they are at work.

Creating a Culture that Supports Working Parents 

Creating a culture that fully supports returning parents is not only a moral imperative but also a strategic advantage for organizations aiming to attract and retain top talent. Parento is helping companies create a culture that supports working parents and future-proof their workplace with a comprehensive program that provides paid parental leave insurance, parent coaching, and leave concierge. All these elements help companies manage and implement the ideas provided above. To keep strengthening your family-friendly culture while promoting retention and job satisfaction, connect with sales, follow Parento on LinkedIn, or sign up for the newsletter to participate in the next Leadership Power Hour.