Eleni Kasparis’ Post

Supporting those returning from leave is not enough - we have to equip and support the managers too! Many of the parents that I coach tell me that their manager does not care. They speak about how their baby announcement was met with a formal 'congratulations' and then they are promptly 'handed over to HR'. They speak about the challenge of navigating a return to work after an extended period of leave and how this is 'ignored' by their manager. But what I hear from the managers that I support is that they are scared! They know maternity leave is a protected leave and they are afraid of saying the wrong thing. The managers I engage with do care, but they don't know how to communicate. Research by DCU Business School found that negative return to work experiences were "compounded by a lack of open and transparent communication between the returner and their line manager." (Freeney, van Der Werff and Collings). We know how important the manager relationship is in the employee experience - so let's make sure they have the support they need. #workingparents #supportingmanagers #foxcobyfiona

If you are heading out on maternity leave soon it’s helpful to talk to your manager about how much contact you would like to have while you are off so they know your preference. There is no right or wrong answer as some people want a complete break and others would like regular updates. In reality your thoughts on the subject will likely change at different stages of your leave. Some things that you might want to be in touch for include: ✍️ Appraisals - both for you and anyone you manage 💡Team strategy days 🎄Social events 🏢 Company wide town hall meetings What would you add? Follow for more thoughts on managing maternity leave and the return to work.

Delighted to be featured in Marie Claire highlighting how many of my clients feel returning to work after maternity leave. I also talk about how employers can make that transition easier. If you would like to explore how I can help Mothers in your organisation transition back into the workplace, please get in touch info@mindmommycoaching.com

After 7 months of maternity leave, today marks my first day back at Form3. The past few days I’ve been feeling a mixture of emotions and ‘guilt’ for returning to the workplace. Which leads me to thinking is this same feeling for secondary carers? Would I be feeling like this if I took a longer maternity leave to be with my son? Maternity leave or rather pay in the UK is questionable especially when you look at neighbouring countries, which is often the driver for primary carers to return to the workplace before they emotionally and mentally feel ready to. This is why it’s so important for companies to ensure a smooth return to work; a return to work buddy, a return to work onboarding plan, sharing or directing to resources of key business updates and even an individual onboarding plan are albeit a few useful actions to have in place that aren’t costly and can really enhance the returners transition as well as retaining them in the company. I’m sure by the end of today I will sleep soundly just hoping my son gets the memo!

Today we welcome back our fabulous Lucy Evans to The Eventus Recruitment Group after her maternity leave. We're all delighted to have Lucy back but no-one more so than myself as Lucy and I work closely together on our North-East and Yorkshire opportunities. We have missed you Lucy! As a manager, helping an employee settle back in after maternity leave requires a blend of empathy, flexibility, and practical support, all of which I'm very keen to ensure we do. If you are in a similar situation, here are some steps you can take: ✔ Communicate Before They Return: Reach out to the employee before their return date to welcome them back and discuss any concerns they might have. This helps set a positive tone and shows your support. ✔Review Their Workload: Assess their workload and adjust it if necessary to make the transition smoother. Ensure they are not overwhelmed on their first day back. ✔Update on Changes: Brief them on any changes that occurred during their absence, such as new team members, changes in processes, or new projects. ✔Training and Resources: Provide any necessary training or resources to help them catch up with changes and new tools or systems. ✔ Open Communication: Schedule regular check-ins to discuss how they are adjusting, any challenges they are facing, and how you can support them better. ✔ Encourage Feedback: Create an environment where they feel comfortable sharing their needs and feedback without fear of judgment. ✔Acknowledge that returning from maternity leave can be emotionally challenging. Be understanding and offer support. ✔ Encourage a healthy work-life balance and be mindful of their needs as a new parent. By taking these steps, amongst others, you can create a welcoming and supportive environment that helps your employee transition smoothly back into their role after maternity leave. #maternityleave #welcomeback #support

Returning to work after maternity leave is both exciting and challenging. You’re ready to dive back into the workforce, but those feelings of guilt and uncertainty are natural. Just remember, you’re not alone. Take the time to sit down, assess your new priorities, and advocate for the balance you need. Whether it's negotiating a staggered return or looking for family-friendly organisations, know that it's possible to thrive in both your career and motherhood. #WorkingMum #MaternityLeave #WorkLifeBalance #MumLife #CareerTransition #ReturnToWork #PeopleandPurpose

Hiring managers, are you looking for practical ways to nurture talent in your organization? Check out this latest blog post on welcoming working mothers back from maternity leave. It's packed with actionable tips and insights to help you create a supportive and inclusive work environment for all employees. Don't miss out on this valuable resource for building a stronger, more engaged team. #workingmothers #maternityleave #talentmanagement #inclusivity

For employers, it’s crucial to support team members through every stage of their career, especially on their return to work after maternity leave ✨ Pivotal’s recent blog explores actionable strategies for employers to make a real difference to mothers re-entering the workforce. Take a moment to read and consider how these practices could benefit your own team 👇 https://lnkd.in/dYAPG5Kf #InclusiveWorkplace #EmployeeSupport #WorkingMothers

Managing the return to work after maternity leave can be a difficult and stressful time. You might feel that a lot has changed and experience low professional confidence. You are experiencing one of life’s big changes and it’s natural to feel apprehensive about how things will turn out once you re-enter the workplace. Timely Careers understands and we are here to help 👐 Here is our advice to help you manage your return to work after maternity leave! ⬇ If you would like to learn more about how we can support you, please reach out! Contact info@timelycareers.com or drop us a message! #TimelyCareers #Confidence #MaternityLeave #MakingAnImpact #TheWiBGroupImpact

Are you preparing for one of your employees to take maternity leave? Here are a few things to keep in mind! ➡️ Create a transition plan. ➡️ Select the best replacement(s). ➡️ Communicate with your team. ➡️ Celebrate with a send-off. Give The Platinum Organization, Inc. a call to ensure you are ready for those major milestones with your team. (401) 272-5900 #GroupBenefits #EmployeeBenefits #MaternityLeave