Return to work coaching is an initiative that facilitates stronger engagement, retention and performance for workers who transition in and out of the workforce on parental leave.
Coaching is the #1 benefit that working parents value from their employer (beyond paid parental leave), and is an initiative that delivers tangible, measurable ROI for both employee and employer.
The program commences prior to the employee commencing leave, and culminates in the final sessions as the employee returns to the workforce. It can be adapted to suit parental leave periods anywhere between 4-18 months, and also can include coaching sessions for Managers and/or the Organisation if required.
It's a huge transition, upfront planning for the transition into parenthood is hugely beneficial and a positive contributor to improved parental wellbeing.
Understanding when and how to ask for help creates better conversations, strengthens their support network and improves the manager/employee relationship
Values, principles and personal mission all often fundamentally shift after becoming a parenthood. Taking time to redefine allows for greater clarity, focus and energy at work.
Exploring why and how to stay in touch throughout parental leave strengthens commitment and fosters inclusion.
Naturally there are concerns that arise in parents, creating space to address them early and strategise on solutions is an important step in an effective transition back to work
Developing a tailored return to work plan that is feasible for the organisation and the employee will significantly enhance the effectiveness of the return to work transition
Creating small moments to develop new skills or learnings strengthens purpose and happiness.
Educating about the importance of fostering balance, ensuring there's some space for self-care, mitigates burn out and improves mental wellbeing.
Having clear, relevant goals enables working parents to be purposeful, efficient and driven with their work hours, so that they can get back to their other important life goals!
Jess has been a phenomenal guide/coach on my rocky road back to work after a longer stay-home-mum period. And not only back to work but into a new world as self employed. She has a way of capturing the essence of a problem, issue or idea and the ability to break it it down that enables progress. She has pushed and challenged me along the way, but never over my capacity. Looking back, I wouldn't have come half this way without her coaching.
- Åse, March 2020
As parents prepare for the birth of a child, they are supported through an average of 10-20 medical appointments, education classes, celebrations and more to help them transition into their new role as Mum and Dad. After birth, there’s one official appointment to check in on the parents, 6 weeks after birth, all the focus otherwise on the baby.
Postnatal depression in men and women is steeply on the rise, parents are operating in isolation, often under financial pressure, struggling to connect with their new identity, and many crippled by the juggle that is work, parenthood and life. Employment is a huge component of people’s identity today. For many, it is a source of satisfaction, personal growth and reward. As employers, playing a supportive role through significant life events can strengthen the employment relationship and en employee’s desire to perform in their role, as well as their commitment to the organisation.
The best transition for a parent into the workforce is one where they have been guided and supported during their parental leave period, into a role that is aligned to their skills and capabilities, with the same employer. Removing the anxiety associated with the unknown of searching for new employment makes the return to work pathway smoother and more likely to result in role retention.
Maternal wellbeing (and there’s emerging research about a decline in paternal wellbeing as well) is a significant health factor in society today that without conscious effort, will become an epidemic.
You can play an integral part in supporting your employees to continue to thrive in their new role, as well as be fulfilled and motivated in their career.