Philippe Masson, CEO, Avilio
Everyone who has experienced it knows how life-changing becoming a parent can be. You suddenly have a different priority in your daily life. The needs of someone else now take precedence over everything else.
It’s bizarre that, despite the massive nature of the transition, many companies still expect their employees to go back to work in the same manner as before. The parental leave ends, the childcare arrangements take effect, and the new parent is expected to return to work.
The growth of hybrid work post-COVID is a boon to parents and others. They can better balance childcare because they are more flexible about where and how they work. It has undoubtedly helped parents, especially women, remain in the workforce who would otherwise leave, and by doing so, our economy was able to retain talent which would have been lost. Public First’s research found that in 2023 58.7% more women will be working full-time than in 2019. This change is more pronounced in sectors that embrace hybrid work such as information and communication (79%-83%), finance and insurance (75%-83%) and other professional services (68-71%).
Working parents and the difficult juggle
The world of the working parents is not perfect. Avilio asked managers and professionals to complete a survey at the end 2024 about the impact that becoming a parent has on their job. The results provide a fascinating insight on how parents manage to juggle their work and parenting duties, and how they feel about it.
It is evident that becoming a parent affects how people work. 72% of managers say being a mother or father has changed their working style. This is also causing a struggle between work and family life, according to the research. Parent-guilt is the feeling that parents have when they believe they can’t give their children enough time and attention because of other pressures and responsibilities. Nearly half of the parents who responded to this survey said that they felt guilty at least occasionally. A similar proportion (54%), of those that feel guilt, said that they feel they have failed as both a parent and professional.
What does this mean to organisations? In fact, 46% say that parental guilt affects their ability to do their jobs well. And 44% say their job is a burden because they can’t spend time with their families. This is not only a problem for performance, but also for talent retention and development. Employees who don’t have the support they need to manage work and family life will either be less productive or disengaged.
If the situation continues, they may look for other opportunities or stop working. One in two people (50%) say that they have been influenced by parental guilt to doubt their ability to continue working. The organisations are left to invest more in training and recruiting new staff, which is a greater investment than supporting their existing talent. Two-thirds of respondents (62%) say that parental guilt has a significant effect on their wellbeing.
What can we do? What can organisations do to better support parents returning to work? Here are five suggestions.
Make sure that your employees know how much you value them and that you are there to help them
The conversation should begin with an open discussion about the changes in their lives since becoming parents and what they will need to do their job well.
Leaders must ensure that employees feel comfortable expressing their concerns or highlighting areas where they may need assistance.
Plan your event with clear parameters, including check-in points. Make sure everyone who needs to know about it is aware of the plan.
Plan clearly so that your employee can fulfill their childcare duties and still perform their job. You may need to block out specific time slots for childcare pick-up and drop-off. This plan should be shared with everyone who needs to know it. Otherwise, the employee may find themselves with conflicting obligations – for example, an important meeting which coincides with childcare.
Make sure to check in with employees regularly, and provide them with resources so that they can take care of their own well-being
To ensure that employees are managing their balance, it is important to schedule regular and dedicated conversations. To minimise the risk for stress and burnout, resources such as time management and mental health training should be made available.
Create opportunities for growth and help them achieve it
For employee engagement, it’s crucial that returning parents do not feel like their progress at the company has stagnated. They should still be able to see opportunities for advancement. Leaders must make it clear what lies ahead and reassure employees that they will be monitored to ensure that they are able to achieve their full potential.
Consult the experts
Businesses should provide new parents with training and coaching by external consultants in order to help them manage their work-life balance and implement new working methods. These experts will help employees to stay organized, maximise their productivity, and protect their wellbeing. The employee will not only benefit from the practical advice but also the investment made by the company to support their wellbeing.
Hybrid working helps parents to balance their work and family life. However, it also blurs the line between work and childcare, so that employees sometimes have to juggle both at the same time. This situation can lead to employees becoming stressed, disengaged, and even burnout if it continues. Employers should support their employees through this difficult transition. This will allow them to continue to thrive in their current roles while enjoying the joys of parenthood.
The original version of this article, How do organisations support parents returning to the workplace?, appeared first on Human Resources News.
