Encouraging new moms to come back to work
Transitioning to work life post-baby can be difficult for new mothers, who perhaps are uncertain and even guilty for leaving behind their bundle of joy at home. Add to this the stress of deadlines and client demands at the workplace, and most new moms find it difficult to cope and some may even choose to resign. The loss of an experienced, well-performing employee does not do well for the company.
So, it is in the best interest of every organisation to find ways to keep new mothers in the workforce with a support system that is conducive to their growth and development in the company.
We have all heard of companies with unlimited resources providing on-site childcare, play areas for toddlers, boundless parental benefits and remuneration programmes. But there are also many other ways to encourage new moms to return back to work life, and this starts from the pre-baby phase.
Plan before the baby arrives
Having in place a maternity cover to ensure that all business dealings, outstanding projects and responsibilities will be handled in the employee’s absence can give the mom-to-be a sense of organisational well-being when she is away, so that she can focus on what is important i.e. caring for the new family member. Also, this means when she is back to work, there is no work pending and a handover is ready for her to pick up where she left off.
Flexible policies
In order for a workplace to truly support new moms who juggle job and family, policies should be in place to offer part time schedules, flextime and telecommuting. Part-time schedule with job shares or reduced responsibilities can ease the transition process. Telecommuting reduces the hours spent in travelling which can be put to work, taking care of themselves and the new baby. With flextime, the employee can choose their working hours, which allows mothers to have time for daycare or lactation requirements for the day. Allowing new parents flexibility in determining where and when they work is a sign of a truly supportive work environment.
Laws to protect motherhood
Motherhood is a life-changing experience for female employees as their responsibilities increase with the arrival of the new-born. After giving birth, mothers need adequate bonding time with the new-born and to take care of their own health as well. The latest policy that the UAE has adopted gives employees a three-month paid maternity leave, and Emirati working women now have the right to leave two hours early for one year from the day of giving birth. Such policies encourage new moms to come back to work. So, organisations should be up-to-date and vigilant of the new laws that protect new moms at the workplace.
supportive culture
New mothers need time to get used to the experience of raising their new-born, therefore their mental and physical well-being is crucial during this period. Whether it is through specially designed rooms for feeding, or well-equipped chairs and work stations, some organisations are almost ahead of the curve. Some companies have ‘Mentor Mom’ programmes that help match new moms with experienced moms. Also, coaching classes for career and family transition can help working parents to welcome new babies. Create the right culture by offering mentoring and affinity groups. Also, managers should be trained to help new mothers to transition with ease to and from maternal leave.
Child care is one of the biggest needs of new parents. Offering childcare benefits or easing this with onsite resources or back-up childcare can eliminate one of the prime stresses of motherhood while commencing work life.
acknowledgement
A little grace and whole lot of love can go a long way. This is one of the simplest things which goes without saying but is often overlooked. Make sure your employee knows that you are happy to have her back, reinstate how important she is to the team and show her that you care.
By going above and beyond in providing support to new moms, organisations are the real winners since they are creating a loyal, engaged and happy workforce.