7 ways to support your employees who are expecting a baby.
The youngest member of our mula family has recently joined the business – a baby boy who was welcomed into this world with open arms and pure joy. This fantastic news has prompted us to look inward at what we can do better to support our employees with young families. So, here are 7 tips on what a leader or a company could do to support a family and ensure a successful transition to maternity and parental leave.
#1 - Show support.
First of all, it’s important that leaders are nonjudgmental, understanding and react positively to a pregnancy announcement. There is no need to resent your employees and associate the news with an absence from work. Therefore, sentences such as: “You should have told us sooner!” are the wrong approach and should be replaced with a simple “Congratulations!”
Employees need to feel supported in this new chapter of their lives and should be able to share this good news with their colleagues and employer without hesitation or uncertainty.
#2 - Create a plan.
Following the announcement, leaders should engage in discussions with their employees about their career plans before they go on leave, instead of assuming what their preferences might be. These plans may encompass not only long and short-term career objectives but also working arrangements. In many instances, expectant mothers could benefit from flexible work options, such as adaptable hours or the option to work remotely. Therefore, if your company doesn't already provide such advantages but has the capacity to do so, now is an opportune moment to consider it.
After clarifying the career plans, several steps need to be taken to ensure that both sides are well-prepared for the maternity leave and the employee feels supported. For that reason, the employer and employee should create a handover plan together to ensure that there is coverage for the employee’s work while the employee is on leave.
#3 - Provide practical assistance.
Taking care of a newborn can be both physically and emotionally exhausting for new parents, giving them just a few respites in between feeding and changing. Companies can help reduce this kind of stress. From ready-made meals to diaper subscriptions to a babysitter or domestic help, there’re many things, you can do to support employees. Even baby clothing, such as a jumpsuit or a baby bib, are gestures that are well-received amongst parents.
To effectively streamline the process and ensure that everything arrives on time when the new parents need it, you can reach out to multiple companies that offer warehousing and distribution services and choose the service provider you like best. This will allow you to easily store your purchased products with them and create automated deliveries for when the products should be shipped.
Items for the needs of young families
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#4 - Provide emotional assistance.
Although parental leave is the time for parents to bond with their newborns, it is also the time for mothers to recover from giving birth. It is undoubtedly an event that requires a lot of strength and can, unfortunately, have a huge impact on the mother’s health. If that’s the case, a company should take a flexible approach to the health and safety of its employees, especially when unexpected events occur, such as a miscarriage. Thus, providing childcare assistance or access to support networks can make a big difference for many mothers.
New parents can also benefit from the experience of other parents within the company, who can share their knowledge and tips. Therefore, encourage an open culture and a friendly atmosphere for employees to feel comfortable speaking about these things.
#5 - Maintain contact.
Regularly connect with your employees and, if they're interested, take a moment to update them on the latest developments within the company and the industry. Furthermore, extend an invitation for them to share their thoughts if they wish to. This gesture can affirm their sense of belonging within the team and boost their motivation to return to the office in due course. It's crucial to avoid using this opportunity to slip in additional work requests at all costs!
#6 - Create a return-to-work plan.
While some employees may prefer to take a break from work after the birth of their baby or reduce their hours, others might be motivated to elevate their performance and advance their careers. Therefore, implementing a return-to-work plan can assist them in regaining their momentum and establishing a fresh routine. Additionally, consistent check-ins can elucidate an employee's ambitions and support them in attaining their objectives.
#7 - Offer a gender-neutral parental leave.
All parents going on parental leave should receive comprehensive support from their employer. They should be treated equally, irrespective of their gender or whether they are the parent of a biological or adopted child.
The increasing number of fathers taking leave should be viewed as a positive trend and not deemed unnecessary. In heterosexual relationships, for instance, having the father at home with the baby can mitigate burnout for mothers and contribute to a stronger partnership. This can also lead to an enhanced work-life balance for fathers, positively impacting their overall work performance.
Now that we’ve covered what you can do to support your employees during this chapter of their lives, let us help you find products or solutions, from parental leave boxes to welcome-back boxes.