Many companies give away the potential of highly qualified specialists because they encourage young mothers to return to work Job still insufficient support. But you can do something about it too growth to promote the good relationship with the employer.

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Parental leave in companies: the current situation

After parental leave is before parental leave, right? Incorrect. If it were always that easy, we would have found the perfect one Working world already taken an enormous step forward. Unfortunately, the opposite is often the case:

Young mothers do not think about their planned return to work after parental leave with anticipation, but with concern, accompanied by such nice symptoms as stomach rumbling, insomnia and simply Anxiety. The double responsibility – Mother and working people – is like lead in the stomach even before the starting gun is fired. And it's far from the only concern.

Typical worries of mothers after parental leave

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Typical questions that unfortunately mostly mothers struggle with instead of simply saying: “Yeah, finally back in mine Business-Start the environment. I'm happy for that!" are:

This not only means a high level of stress for the mothers themselves, it also damages the companies sustained, when their mothers are only driven instead of driving forces. The good news: As a company, you can actively do something to ensure that the return to work is successful and thus hold valuable potential that many other companies give away.

Business and parents: hand in hand in the new situation

One thing is whole clear: the mother who returns to the company is no longer the one Ms.who left it a year or two earlier. And your company itself is probably not the same anymore. Maybe there was Change or two or three.

There was definitely at least one significant one with the mother. And that's not just totally in Order so, it's actually very good. Change and change are the only constants in our Welt. Therefore, it is not crucial that there was a change - but how those involved deal with it.

5 tips to prepare for getting back after parental leave

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In order to make it easier to get started after parental leave, parents should also prepare the company for it: These 5 tips help:

1. Preparing for Change: Checking Goals and Values

First of all, make yourself fully aware: the employee has changed and has new ones Set, maybe new values ​​and sets theirs priorities different now. As a company, you can actively support your employees in repositioning themselves. It starts with contacting her, preferably a few months before you plan to return to work, and asking her questions Hand give, which she should answer for herself.

Lots of mothers feel have left themselves alone on the way to re-entry and are unsure of what good they are doing Preparation can do. But it is also important that the young mother rethinks her time resources, which also protects you as an employer from knee-jerk reactions and spontaneous absences from your employees.

2. Have Plan B and communicate clearly

Because things can be different with children. The mother should prepare for this organizationally and emotionally, because only then can she communicate clearly and also relaxed to the Workplace return as all eventualities are covered with a plan. For example, she should ask herself the following questions:

It's easier to live with a Plan B in your pocket!

3. Using new skills and strengths in a meaningful way

A child and a changed conception of the family present new challenges – and this challenge often leads to development Powerthat are also valuable in the professional environment and only need to be properly recovered and used. Studies even show that the skills one would wish for in a manager are often found in mothers.

But instead of being motivated to do so, young mothers often experience something quite different back at work: they would rather not be too much at first, who knows if they can even cope with a new task ?! Mothers are at best treated with kid gloves, in the worst case they are actually downgraded and given additional side blows when they express the desire for job adjustments in the form of hours reduction or the like due to the new private situation.

4. Signal that you are up to new tasks

This can happen unconsciously and without bad intentions. The colleague who used to be with the mother in one Office secretly annoyed that she is now always the one who locks the shop in the evenings. But she doesn't think about the fact that the work for the young mother continues after work, while she can go to the gym herself.

The Executive actually wants to do something good for the young mother and not put her under too much pressure, therefore denies her a promotion or a new position within the Company. This is an honorable intention, but it does the exact opposite. Instead, encourage your mothers to consciously prioritize and meet them Respect, if they do. Give a mom more responsibility when she signals she's ready for it - the managerial skills she has in her Everyday life lives can also benefit your company. Because if a person finds the right job, it's definitely a win-win situation for everyone.

5. Think about possible changes

Perhaps in the course of the first few weeks, it becomes increasingly clear that the young mother is no longer comfortable with her job. Remember, their priorities and values ​​have most likely changed.

Maybe she used to work in Human Resources but now doesn't feel able to People really meet and could im Marketing develop more potential. Here helps Communication. In the first few months, arrange regular appointments in which you will respond to your employee and specifically ask whether and how you can support them. Important here: It must not come across as if you want them in addition check.

Conclusion: Companies should make full use of parents' potential

Many companies give away the potential because they still leave young mothers alone in their situation. After parental leave is before parental leave, right? Not correct.

Instead, try to understand, understand, promote, and challenge the situation of the young mother. In this way, you not only create real added value for the company and employee loyalty, you also create a unique selling point on the job market, which unfortunately still lags behind in many places.

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