Finding a ‘New Normal:’ Parents Reflect on their Return to Work Journey
Returning to work after parental leave can be a daunting experience for many.
We recently ran a survey to hear from parents about their return-to-work experiences. The survey focused on a range of topics, including asking parents about the things that took them by surprise, what they found helpful, and the advice they’d give others returning to work.
This article shares the key insights, we would also like to mihi all those who took their time to share their experiences with us.
Whether you're a parent returning to work yourself or a manager or employer looking to better support your people, we hope the insights provided will help create more successful transitions for returning parents.
Over one-third of respondents didn’t feel supported by their employer when returning to work after parental leave.
When parents don’t feel supported during this transition, some feel their only option is to explore opportunities elsewhere.
Of those that did feel supported, the supports parents found most useful were…
Flexibility: Many respondents spoke of the positive impact of flexible work options including graduated returns to work, flexibility with working hours, part time hours, and work from home or hybrid arrangements.
“Flexihours, hybrid working and a gradual return approach. Gradual return approach was great! Started at 3 days and slowly increased a day every couple of months. This supported easing bubs into childcare.”
2. Re-induction: Returning parents appreciated time to get back up to speed, team events (i.e., a welcome back morning tea) to celebrate their return, support and regular check ins with their manager, referrals to EAP services when appropriate, and understanding around sick leave some returning parents with children new to day-care inevitably face.
“For managers I would say treat them basically as a new employee, lots of hands on time, clear short term goals, flexibility, ease them into it.” Advice from parent.”
3. Inclusion: Empathetic leadership and strong communication were key to feeling supported. Keeping parents feeling included in the team through smart use of keeping in touch hours and invitations to important meetings and team events while on leave. We also heard the importance of open conversations before leave commences, about what type of communication and involvement is preferred while on leave.
“My manager was in regular contact and just made my first week back so inclusive with drinks on my first day back.”
4. Financial support: Financial support including return to work bonuses, salary top-ups while on parental leave were also praised by our respondents as being immensely helpful.
The top challenges parents faced were…
Managing the struggle of the juggle: Many returning parents spoke of the “struggle of the juggle” and the huge mental load to manage when balancing career and family commitments. Many talked about having to rebalance and reprioritize when coming back to work.
“My biggest challenge was adjusting to the new balance of family life and work life, day care illness and just the juggling act.”
2. Regaining confidence & getting back up to speed: Catching up on role and organisational changes, meeting new team members, and taking time to get back up to speed again after been on leave and while dealing with everything else that’s going on outside of work. In addition, some experienced challenges with regaining confidence.
“My biggest challenge was getting up to speed with new systems and processes that had been implemented since I left, new org structure / org structure changes, dealing with the pace and being expected to just fit back in.”
“My biggest challenge was definitely confidence - being worried that you’ll have forgotten everything, be terrible at your job, … all the internal things and pressures that you place on yourself … it’s hard to find your new ‘normal’ and juggle everything.”
3. Facing challenging attitudes: A number of respondents spoke of challenges with the attitudes they faced when returning to work. Including lack of support and understanding when required to take leave for unwell children.
4. Breastfeeding facilities: It was disappointing to hear, despite a legal requirement in NZ for employers to give breastfeeding breaks and appropriate facilities for women who want to breastfeed or express milk for their babies at work or during the working day, a number of respondents listed this as a key challenge when returning to work.
“Breastfeeding or pumping facilities not available- had to use a meeting room that couldn’t be locked.”
So what can leaders and employers do to help?
To address the challenges and support parents to make a smooth transition when returning to work, consider:
Leadership: Upskill leaders and ensure there is awareness around the significant transition of returning to work. Communicate openly and ask parents how they would like to be included with while on leave. Ensure additional time is allowed for getting back up to speed when parents return from leave. Offering a re-induction and regularly checking in can really help with this.
Systems: Ensure systems are in place that foster a supportive culture which is understanding of and inclusive of parents, this needs to be reflected in policy, processes and supported by leadership training.
Return-to-work coaching: Offering additional support during and after leave. Consider a return-to-work coaching programme so parents can have a planned approach for a successful transition. Kindred’s programme has 1:1 coaching with the parent as well as time spent with their leader to ensure they have the awareness and skills to provide support and respond to the challenges returning parents often face. Contact us for further information about our return-to-work programme.
Final Thoughts
“I think the most important part is how your boss, team and organisation in general supports working parents. As long as that’s there the rest is just allowing yourself time to adjust and being kind to yourself.”
This Return-to-Work survey sheds light on the various challenges that parents face in balancing their work and family responsibilities, and the supports employers can put in place to support a successful transition.
While we learnt some people had amazing experiences, there is still a way to go for this to be consistent. Even small adjustments can have a huge impact in making parents feel more supported. By doing so, employers can create a more inclusive and supportive work environment that benefits everyone.
We hope that the insights gained from this survey will serve as a catalyst for change and encourage employers and parents to take concrete steps towards creating a more family-friendly work environment.