When an employee becomes a parent, work and family collide in ways that may not be expected or have been experienced before. We all know that change can be difficult, and the challenges that typically confront new parents can be unsettling and lead to anxiety and stress.
For the first time, parents find themselves needing to find high quality, reliable and affordable childcare. The realities of juggling their career and family suddenly becomes abundantly clear and this, together with the inevitable lack of sleep can lead to feelings of overwhelm.
In my coaching practice, I’ve noticed an increase in clients sharing that they feel their work is not compatible with family life, and this is reinforced by recent research which found that more than a third (35%) of mothers in the UK and US who have gone back to work in the last five years feel their work set-up is unsustainable.
With more businesses pushing for a return to the office, working parents are forced to reevaluate the logistics of commuting and childcare, with some considering leaving employment altogether, or relocating.
The financial pressures of being present in the office with increased commuting costs and the lack of affordable childcare leaves many working parents with few options. It is no wonder that research shows 42% of working parents are seeking alternative employment, in search of higher pay and better support with family life.
Ask what support is needed
I often share with my coaching clients that the parental transition is unique; there is not a silver bullet for returning to work well because everyone's experience is so nuanced. Therefore, the starting point for any organisation or HR professional seeking to support working parents is to ask them what support they need.
Start the conversation early
As expectant parents prepare to go on leave, they may not yet be aware of the change that is to come. This is where connecting them with other working parents through mentoring, group or specialist one-to-one coaching programme can be invaluable.
This is a stage that is often overlooked in the parental transition as most organisations tend to only focus on the return to work. But the success of any change lies in the planning and preparation, and starting the conversation early allows for the exploration of what is ending and paves the way for what is yet to come.
Pay close attention to the return
As new parents prepare to return to work, staying curious and open-minded allows for the co-creation of a positive onboarding experience. I use the term onboarding because the return to work is like the onboarding of a new employee – so much has changed for the returning colleague and they will be returning to an organisation/team/role that has also changed.
Paying exquisite attention to what the returning parent needs and doing everything possible to set them up for a successful return will pay off in the long term. This is where training for line managers is crucial as undeniably, this relationship has the greatest impact on the experience of a parent’s return to work.
A busy manager may be forgiven for being so relieved to have their colleague back at work that they miss the impact that becoming a parent has had on their team member. Consequently, many managers miss the opportunity to connect with returning parents, failing to understand who they are now, and what they may need. This needs to be an ongoing conversation as adjusting to being a working parent is a journey that does not end within a few months of being back at work.
Flexibility is a necessity, not a perk
Offering support to returning parents is critical. With over a third of working parents struggling with severe stress due to childcare disruptions, employers need to ensure that managers are equipped to regularly check in with their staff and enquire about their wellbeing. The ability to leverage flexible working options to enable parents to adapt their hours and workload is crucial, as without it, working parents are increasingly likely to look elsewhere.
In my coaching practice, burnout amongst working parents is on the rise, and this appears to be the case elsewhere. Organisations are encouraged to consider a wide variety of flexible working options and to consult with their working parent population to understand what they need.
Integrate coaching as part of your working parent solution
Whilst it is in my interests to promote the value of coaching, I genuinely believe, and I know from experience that it does make a difference. Given the unique nature of the parental transition, coaching offers employers with a personalised, confidential space like no other. However, the effectiveness of coaching is enhanced when it is part of a holistic working parent solution and supported by the organisational culture.
Speak to us if you would like to understand more about how we partner with forward thinking organisations to facilitate a positive working parent transition.
My colleague Sarah Turner and I have been busy creating content highlighting the importance of organisations providing support for working parents. As part of this, we created this video series exploring the entire journey of maternity leave, from before the leave starts, through to preparing to return and then the first few months back at work. If you or your organisation would like to understand more about how to support your employees as they take parental leave, please get in touch.
This blog post is a collaboration between Maternity Coaches Laura Duggal and Sarah Turner. They are working together, sharing their experiences and bringing the best of their joint advice and knowledge to you.
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