Effective Communication Strategies for Managing Maternity Returns

Welcoming employees back from maternity leave is a crucial moment for both the returning staff member and the organisation. As a line manager, your approach to this transition can significantly impact the employee’s reintegration, job satisfaction, and long-term retention.

This article explores effective communication strategies to engage with maternity returners, addressing key considerations, potential pitfalls, and best practices.

Understanding the Returner’s Perspective

Returning to work after maternity leave is a significant life change. It’s essential to recognise that your employee is navigating a new balance between their professional and personal lives. They may be experiencing a mix of emotions, including excitement about returning to work, anxiety about leaving their child, and uncertainty about how they’ll manage their new dual role.

Preparing for the Return

Before the official return date, it’s beneficial to reach out to discuss any changes in the workplace, upcoming projects, and to address any concerns they might have. Be open to discussing flexible working options, such as phased returns or adjusted hours, if company policy allows. Ensure their workspace is prepared and welcoming, including setting up necessary equipment and access to systems.

Effective Communication Strategies

Create a safe space where they feel able to express their thoughts and concerns. Schedule a time when you’re able to give your full attention, acknowledging their feelings, and showing empathy. Encourage open communication about their needs, expectations, and any challenges they anticipate. 

Schedule regular one-on-one meetings, especially in the first few months after their return. These check-ins provide opportunities to discuss their progress, address any issues, and offer support. Clearly communicate job expectations, current projects, and any changes in responsibilities. This helps them feel informed and prepared for their role.

Use language that demonstrates support and understanding. Phrases like “We’re glad to have you back” and “Let me know how I can support you during this transition” can go a long way in making them feel valued and supported.

Questions to Ask and Avoid

It’s important to ask questions that show support and understanding. Good questions to ask include: 

• “How are you finding the transition back to work?”

• “Are there any areas where you feel you need additional support or resources?”

• “How can we best support you moving forward?”

On the other hand, certain questions should be avoided as they can be insensitive or inappropriate. These include:

• “Do you find it hard leaving your baby at home?” (This can induce guilt or anxiety) 

• “Are you planning on having more children?” (This is personal and irrelevant to work performance) 

• “Can you still commit to late meetings or travel?” (Instead, discuss scheduling preferences openly) 

• “Do you think you can handle your previous workload?” (This questions their competence).

  
  

Addressing Unconscious Bias

Unconscious biases can significantly impact how we perceive and interact with others, often without our awareness. Common unconscious biases affecting new parents include: 

• Competence bias (assuming that becoming a parent has diminished the employee’s skills or commitment)

• Availability bias (presuming that the returner is less available or flexible without discussing their actual situation)

• Career ambition bias (believing that the employee is less interested in career advancement post-maternity leave).

  
  

To mitigate these biases, practice self-awareness by reflecting on your own beliefs and how they might influence your perceptions and decisions. Use clear, objective criteria for evaluating performance and making decisions about assignments and promotions. Ensure that maternity returners are included in important meetings, projects, and development opportunities. Challenge your initial reactions and judgments, questioning whether they are based on facts or assumptions. Seek diverse perspectives by consulting with other managers or HR professionals to gain different viewpoints and check your decision-making.

Balancing Sensitivity and Ambition

It’s important to strike a balance between being sensitive to the returner’s new life circumstances and recognising their professional ambitions. Acknowledge that returning to work is a significant change, but avoid making assumptions about how it affects their career goals. Have open conversations about their career aspirations and how these might have evolved. Continue to present challenging projects and growth opportunities, allowing the employee to decide what they can take on.

Work together to set realistic goals that accommodate their current situation while still pushing their professional growth. Recognise and celebrate their accomplishments, both pre- and post-maternity leave. This approach demonstrates that you value their contributions and believe in their continued potential.

Effective communication with maternity returners requires empathy, clarity, and a commitment to supporting their successful reintegration into the workplace. By being mindful of your language, addressing unconscious biases, and maintaining open dialogue, you can create a positive environment that values both the personal and professional aspects of your employees’ lives. Remember, a supportive return-to-work experience not only benefits the individual but also contributes to a more inclusive, productive, and loyal workforce.

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.