Preparing for parental leave (including maternity leave) is a pivotal moment for any professional. It’s an opportunity to embrace a new chapter of life while ensuring you feel comfortable in knowing how you and your leader are looking after your career. For both the leader and the individual, thorough preparation is key to a smooth transition and a successful return. Here are five essential considerations to keep in mind as you head into this exciting phase.
1. Have a Career Conversation
Lets normalise having a career conversation before heading on parental leave.
This is an opportunity for a comprehensive career conversation with your leader. Discuss your career aspirations, any ongoing projects, and how your role might evolve during your absence. This conversation will help set clear expectations and ensure that your professional development remains a priority. Yes priorities might change through parental leave and communication is important, but setting this out in advance can reduce any anxieties so you can focus on the new member of your family.
For Leaders: Encourage open dialogue and reassure your team member about their value to the organisation. This conversation is an opportunity to show your support and commitment to their long-term career growth and it’s key you are aware of their aspirations for any talent sessions that might happen whilst they are on Parental leave.
For Individuals: Express your career goals and any concerns you might have. Be proactive in discussing potential opportunities for growth upon your return and any support you might need.
2. Strategically Use Keeping in Touch (KIT) Days
KIT days are invaluable for staying connected with your workplace during your leave. They provide a chance to stay updated on important developments, can be a great time to reconnect with stakeholders and ease the transition back to work. Find out what your company says about KIT days, and if there are any guidelines or policies you need to be aware of.
For Leaders: Discuss KIT days with the team member so you can plan together how best they might be used. Some examples could be: to include the individual in key meetings, training sessions, business updates or social events, that can help them feel connected and informed without overwhelming them.
For Individuals: Utilise KIT days when you feel ready, to gradually reintegrate into the workplace. Use these days to catch up on important updates, participate in team activities, or refresh any skills that may be needed upon your return. They are an ideal time to be discussed your reboarding plan which I always recommend is done in advance.
3. Define Communication Preferences
Clear communication is crucial during parental leave, this is one of the biggest reasons that I see conflict and it can so easily be avoided. This about how you might want to be contacted, about what, and through which channels. This ensures you stay informed without feeling overwhelmed or wondering when someone might reach out.
For Leaders: Respect the individual’s communication preferences and boundaries. Ensure that any contact during their leave is meaningful and necessary, rather than routine.
For Individuals: Be clear about your preferences. Specify which types of updates you want to receive (e.g., major project milestones, team changes) and how you prefer to be contacted (e.g., email, phone).
4. Conduct a Current Review and Feedback Session
Before your leave, have a review and feedback session to assess your current performance and set future goals. This session can provide a sense of closure and clarity about your achievements and areas for development and is a great reminder on the individuals return.
For Leaders: Provide constructive feedback and recognise the individual’s contributions. Discuss any ongoing projects and how they will be managed in your absence, ensuring a seamless handover.
For Individuals: Use this session to understand your current standing and gather feedback that can inform your professional growth. Discuss any unfinished tasks and suggest colleagues who can take over in your absence (if you don’t have a cover). This is a good time to document achievements and things you are proud of delivering.
5. Create a Stakeholder Map
Developing a stakeholder map is a strategic way to identify key contacts who can support you during your leave and upon your return. Look at who in the business and externally are your advocates, who you want to stay in contact with in whichever form. This network can provide valuable insights and help you stay connected.
For Leaders: Assist the individual in identifying key stakeholders and facilitate introductions if necessary. Encourage the team to maintain these connections during the individual’s leave.
For Individuals: Identify stakeholders within and outside your team who can provide support and updates. It’s ideal to meet with these people before you head off and consider them in your return plan.
Preparing for parental leave is not just about stepping away from work; it’s about ensuring a smooth transition and setting the stage for a confident return. By having a career conversation, strategically using KIT days, defining communication preferences, conducting a current review and feedback session, and creating a stakeholder map, you are doing what you can to help you prepare for a successful transition.
At Career & Parenthood we offer corporate solutions for returning parents and individual coaching for returning parents. If you are interested to find out more about how we can support you book in a call.
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