@principal.name is returning from parental leave soon

@principal.name will be returning from parental leave soon. Here’s how to prepare for their return.

Take these actions

• Welcome them back to on their first day (15-30 minutes)
• Review/update the flexible return plan with @principal.name (15-30 minutes)
• Have a return to work meeting with @principal.name (60 minutes)

Why is this important?

Providing resources, flexibility and clear goals eases the transition of new parents back to work and increases their engagement with the company.

On their first day: Welcome them back

This might be just another day for you, but it’s a big deal for them.  

There are many things on someone’s mind during this transition period, so make sure they feel welcomed and supported.

Here are some ideas on how you can welcome @principal.name back to work and set them up for success:

• Tell the team @principal.name is returning, outline any projects or work that will be transitioned, and thank them for their contributions. 
• Give @principal.name a warm welcome back. This could be anything from a nicely set up desk if they’re coming into an office or a treat delivered to their home. 
• Have an in-person or virtual lunch or coffee and catch them up on anything big they’ve missed as well as what they can expect. 

In their first week back: Have a return to work meeting

Review/update the Flexible Return Plan together 

Set aside time on @principal.name's first day back to review the Flexible Return Plan you created together and update as needed. 

Create a 30/60/90 day plan together

This plan will be an extension of the Flexible Return Plan that focuses specifically on the projects @principal.name will work on in their first months back, catch them up on anything they’ve missed while they were out, and understand their current career goals. 

Discuss things like:

• Have there been any changes they need to be aware of while they were out? (For example, reorgs, changes in leadership, new team members, a shift in priorities for the team/group?)
• What are the current priorities? What is the team working on? .
• Is there any training on new systems/processes, re-orientation, re-onboarding, etc.,that they may need?
• What goals would you like to achieve over the next 6-12 months?

Create a plan that includes their specific goals and learning needs during their first 90 days back. Be clear about which projects they will work on and that the workload can reasonably fit into their return to work schedule. 

Remember to practice empathy

Consider the following in helping to support a returning parent:

• It may not be reasonable to assume someone will return from leave and be 100% productive immediately. Allow for a reasonable ramp-up time and re-acclimation.
• New parents may be learning to navigate new identities. How to be a working parent? How to feel successful as a parent and an employee? How to maintain internal relationships when schedules may have changed? Talk about this with the new parent, and try to empathize with them that this is a normal experience in which they are supported. Give them space to have these conversations.
• Sometimes just showing up is hard, especially as a new parent. Bring compassion to your interactions, and recognize new parents for what they accomplish, big and small.