By Tammy Reid, CHRP

Returning to work after maternity leave is a time of transition: often emotional and exhausting for moms regardless if it’s the first child or fourth. In short, stress is not uncommon for returning mothers seeking to establish a new balance of roles both at home and within the workforce – where often much has changed during their absence.

Fortunately, there are many creative ways for organizations to help moms re-integrate with the workforce. As a leader, “the employer plays a critical role in employee’s health and well-being, and can help make the transition as smooth as possible” (Supporting an Employee’s Return To Work, 2011).  This naturally reduces the stress levels and diminishes the frustrations that can occur for the returning employee.

Three key elements underpin this initiative; employers can ensure a smooth transition by making accommodations for employees, maintaining clear communication, and being supportive wherever they are able.

Return to Work Plan
Without a plan, the lack of preparation can often cause both parties to become frustrated and unhappy (Lehrer, 2011).

As with all great challenges, a smooth return is predicated by planning that meets the needs of both parties. The new mom needs a return to work plan that will allow her to organize a life with many more details than prior: how to make it out the door each morning, shop, cook meals, do laundry, fit in appointments, spend time with family – and ultimately, do her job. A key part of that plan is simple: communications. Establishing a good line of dialogue with either HR or her manager is essential for the returning mom to communicate her childcare arrangements and family commitments; it also opens the door to further flexibility and provides the organization the opportunity to either share or develop a process plan for this not uncommon scenario.

The employer’s plan would include coordinating “refresher” training: upgrades to software/phone systems, changes to policies and procedures and updates on organizational charts that have taken place during the employee’s absence.

For managers, scheduling a weekly or bi-weekly “check-in” meeting with the returning mom is also beneficial as it allows open dialogue and the opportunity to make adjustments to the plan if necessary.

Graduated Return to Work From Maternity Leave
Returning to the flow of work can bring with it an exhaustion that can result in an emotional period of transition. A graduated re-entry to the workplace can ease tension, confusion and diminish conflict for the returning mom.

For instance, many daycares provide a graduated entry for children to allow them time to adjust from being with a parent full-time to spending several days a week with multiple children and other adults.

A graduated entry program should be developed with the participation of the employee and employer and include specific hours, duties and a defined end date.

Flexibility is Key
A flexible start/end time would be advantageous for both employee and employer and aids with further reducing employee stress. Such flex hours have already become more common in many workplaces with mutual benefits assured through clear goal setting and ongoing communication. The reality of the 9-5 world has already shifted to accommodate the realities of 24/7 world with an abundance of tools to make the most of the time available.

For example, a returning employee might be expected to arrive in the office between 8 – 8:30 am each day and depart between 4 – 4:30 pm. This is advantageous for any parent who has to take their children to daycare/school, as well as for employees with long commutes.  Similarly, an employer would benefit by having people working at times which provide extended service hours. Floating hours allow for service levels to increase and stress levels to decrease which would result in a happier, healthier employee.

Telecommuting
Telecommuting provides employees with greater control over their work which can result in the ability to integrate work and family commitments so that they are much more balanced (Gajendran & Harrison, 2007).

This is another way to ease the transition, allowing employees to work from home while remaining wired to the workplace in a wireless world. There are a plethora of options for employees to stay connected to the office – such as meeting online using Skype or Illuminate live, instant messaging, texting and email.

Technology is continuing to evolve and the quality of audio and video combined with flat screen, high resolution tv’s and monitors make it a great alternative to face-to-face meetings.  Results from studies indicate that telecommuting increases productivity, job satisfaction, retention, and stress (Gajendran, & Harrison, 2007)

Telecommuting is a growing reality for organizations spread across varied geographies and demographics and, while not for everyone, can be ideal for the returning mom.

Working with a Mentor
Mentors are a fantastic resource for discussing challenges and opportunities, working through problems and easing anxieties. For an organization to create a mentoring program that would pair a mom returning with work with another who has recently made the transition themselves, can be invaluable. Learning from lessons and life is involuntary; learning from one another can provide both a heightened and accelerated learning curve. As such ‘mommy’ mentors would provide support, encouragement, and empathy to the returning employee to help ease the transition back into the workforce.

In closing, best intentions and inventions aside, returning to work after maternity leave is always going to be stressful, emotional and require a period of transition. However, it is well within the grasp of all employers and managers to be proactive and innovative by creating a return to work plan that works for everyone.

References

Supporting an Employee’s Return To Work. (2011, May). Retrieved 10 01, 2011, from Shepell fgi: http://www.shepellfgi.com/EN-US/Employees%20and%20Families/Wellness%20Articles/Healthy%20Working/_Supporting+an+Employee+Return+to+work.asp
Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta- analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 1524-1541.

Lehrer, A. (2011). Making it Work after maternity leave. Retrieved September 26, 2011, from Workopolis: http://www.workopolis.com/work.aspx?action=Transfer&View=Content/Common/ArticlesDetailView&lang=EN&articleSource=LifeSpeaking&articleId=life20091116File1Article1&theme=work

Tammy Reid, MA, CHRP is a Recruitment Specialist and Part Time Studies Faculty at the British Columbia Institute of Technology. Tammy is an innovative facilitator who is keen to incorporate technology into her courses and workshops whenever possible. She returns to work from maternity leave in January 2012.

(PeopleTalk Winter 2011)