For an individual or an organisation, parental transition coaching (Traditionally called Maternity Returner Coaching) can have significant long term benefits. I am going to share some key insights into Parental Transition Coaching, it’s benefits and why your organisation should consider adding it to the support offered to those returning from parental leave.
What is Parental Transition Coaching?
First up, what actually is Parental Transition Coaching? I describe it as the support individuals need to return to work post parental leave, whether that is maternity leave, paternity leave or some other form. This coaching and the framework we use helps bridge the gap between time away on parental leave and reintegration into the workplace, focusing on career, mental well-being, and work-life balance.
The transition back to work is often more complex than expected, as parents encounter changes both in themselves and in their work environment. Organisations move quickly and an extended period out of the business can leave individuals feeling left behind and out of the loop plus on return 90% (of maternity returners) say they don’t get any support. The Parental Transition Coaching we offer provides tools, strategies, and support to ease this shift, building confidence and enabling parents to step back into their roles with clarity and purpose. Knowing how to navigate career and parenthood.
Why is Parental Transition Coaching Needed?
Have you heard of the ‘motherhood penalty’, this relates to the impact of a woman taking maternity leave and the impact to her remuneration. 80% of the gender pay gap is equated to the motherhood penalty - cited in a recent CIPD report.
If your organisation seeks to attract diverse talent and achieve gender balance, supporting parental returners and working parents can be pivotal. Here’s why:
Returning from parental leave is a major life transformation that goes beyond logistical challenges. As seen in The Female Lead’s recent report, 74% of mothers returning to work felt anxious, 63% felt overwhelmed, and nearly half felt their work setup was unsustainable. For many, it takes months to readjust to their roles and responsibilities, and many report feeling isolated and unsupported. A lack of support can lead to high turnover, with 47% of mothers who felt unsupported planning to leave within a year (From the report: Labour Ward to Labour force).
Not only that but a quarter of returners feel they are overlooked for development or promotion opportunities that they would have liked to be considered for.
Whilst much of the data focuses on women, parental transition impacts all members of the family. Increasingly, more non-birthing partners are taking parental leave or spending more time with young children.
We need to be more aware that the parental transition period impacts both personal and professional identities. It’s normal that someone might not feel as confident as they return to a changed organisation whilst juggling this new way of life. Parental Transition Coaching helps returning parents rebuild confidence, confront imposter syndrome, and create sustainable boundaries allowing them to quickly get back to doing their best work.
The Benefits of Parental Transition Coaching
So in summary here are some of the key benefits for both the organisation and individual:
For the Individual
Boosted Confidence: Many parents return feeling less self-assured, particularly if they’ve missed workplace changes or experienced significant personal transformation. Coaching provides a safe space to rebuild self-confidence and reconnect with career goals.
Reduced Conflict: Balancing new parenting responsibilities with career demands can be overwhelming. Coaching offers strategies to help parents set boundaries and manage priorities effectively.
Faster Reintegration: With tailored support, parents can reintegrate into their roles more quickly and efficiently, reducing the adjustment period and the anxiety that often accompanies it.
For the Organisation
Higher Retention: The cost of losing experienced talent is high, especially considering headhunter fees and onboarding costs, which can range from a quarter to half a million pounds per senior hire in some sectors. When companies support returning parents, they retain valuable talent and create a culture of loyalty(From Labour Ward to Labour force).
Increased Productivity: Parents who feel seen and supported are 20% more committed and 30% more confident. This support reduces turnover and increases engagement, leading to better overall performance and team morale.
Enhanced Diversity and Inclusion: Providing support for parents not only promotes gender equity but also supports a culture that values family. This, in turn, strengthens organisational commitment to diversity, equity, and inclusion.
Plus with our Parental Transition programmes we also offer a session with the leader to ensure they are feeling supported in how they are supporting the individual.
We know that the organisations offering parental transition coaching are at a strategic advantage, for their current workforce, future employees, leaders and stakeholders.
Should you invest in Parental Transition Coaching?
We think so!
100% of our clients say they are more confident after working with us and 100% would recommend us.
When we work with clients we take a holistic approach, working with HR to strengthen internal practices, the individual and the leader. Supporting parental returners (and working parents) should be a strategic part of your organisational goals, supporting wellbeing retention, engagement productivity and the moments that matter for your people.
Are you ready to help your returning parents succeed? Contact us today to learn more about our Parental Transition Coaching programmes including maternity returner coaching and create a supportive, inclusive environment for every parent on your team.
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