From Babies to Boardrooms: Cultivating a Positive Employee Experience for New Parents
Returning to work after parental leave is often described as one of the most challenging transitions in a professional’s career. However, my experience at MacPhie proved that with the right support, this transition can be smooth and even empowering. From ensuring I felt connected to the team and our work while on leave to developing a thoughtful return-to-work plan, my firm made an intentional effort to set me up for success.
We often don’t think of parental leave as part of the employee experience, but this is a critical time for new parents as they navigate the transition into parenthood while attempting to preserve their professional identities. Organizations that prioritize a supportive and inclusive approach to parental leave can foster loyalty, well-being, and a smoother return to work — ensuring that new parents feel valued and connected whether they are in the boardroom or at home with their newborns. Below are some of the key ways MacPhie ensured I had a positive employee experience as I welcomed my first born and how other organizations can cultivate a similar experience.
Preparing for Parental Leave
Getting ready to step away from work brought on many emotions—excitement to welcome my son but also anxiety surrounding handing off my projects. The senior team at MacPhie was incredibly supportive as I prepared for my leave, validating my feelings of uncertainty and sharing their own experiences as working parents.
To ease the transition, I worked with my manager to develop a thoughtful plan to handover projects and ensure continuity for our clients and for the rest of the team. Additionally, MacPhie provided a performance evaluation before my leave, allowing me to discuss my career aspirations and opportunity areas to focus on post-leave. This forward-thinking approach not only reassured me but also reinforced the firm’s investment in my long-term success.
Staying Connected Without Pressure
During parental leave, the shift from a structured work environment to the unpredictable, sleepless, and isolating world of newborn care can make it very easy to lose touch with your professional identity.
The team not only sent me a thoughtful gift after the birth of my son, regularly checked in with me, and sent me flowers for my work anniversary, but also welcomed me to join a few team meetings to hear about our exciting projects. These small but meaningful gestures and points of connection reminded me that I was still a valued part of the firm. In addition, they helped me maintain my professional identity and got me excited to go back and contribute to our meaningful work.
The Return-to-Work Experience
Returning to work after parental leave was both refreshing and daunting—I worried about how I was going to balance my career with the demands of caring for a one-year-old.
MacPhie helped me put those worries to rest as my team had developed a comprehensive re-onboarding process (thanks largely to my colleague Elissa for this — read more about our thinking surrounding the re-onboarding process here) to bring me back up to speed. I also had an “onboarding buddy” who ensured my transition back to work went smoothly. The gradual reintegration into our work allowed me to regain confidence in my role without feeling overwhelmed. Finally, as I transitioned back into my role, MacPhie’s flexible work arrangements enabled me to balance professional responsibilities while maximizing quality time with my son.
How Organizations Can Foster a Positive Parental Leave and Return to Work Experience
Employers play a crucial role in shaping a parent’s experience before, during, and after parental leave. To foster a positive experience, organizations should:
- Offer clear and transparent maternity leave policies
- Develop comprehensive transition plans
- Check-in with individuals on parental leave (without the pressure to engage in work)
- Provide meaningful opportunities for new parents to be involved with the team (if they want to be)
- Cultivate an inclusive culture that recognizes and values the contributions of working parents
- Establish a comprehensive re-onboarding process for individuals returning from parental leave
- Offer flexible return-to-work options for new parents
By prioritizing these initiatives, organizations can cultivate a workplace that supports young professionals looking to start a family and a culture that values work-life balance and employee well-being. This will help retain employees who choose to have children by making them feel included, valued, and by setting them up for success.
For parents-to-be, new parents, or those returning to work, I hope your parental leave and return to work experience is as positive as mine — you’ve got this!
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