![]() Vice-President of Human Resources, American Express Canada Her company was voted Canada’s Best Diversity Employer and Naomi just returned from a mat leave.Ī: Personally, coming back to an organization that provides formal and informal support for new parents has made my transition back after having my second child a lot easier than it could have been. In the case of a trend that you want to investigate further, consider more pointed questions, such as, “If you were the HR Manager, what strategies would you employ to retain new mothers? What is your advice on how to best implement them?” This should get you closer to the real issues. Most exit interviews focus on high level questions, such as “Why are you leaving? What could we have done to retain you?” The common answers (“better opportunity,” for example) imply there is little the organization could have done. If you feel you have these strategies in place, and are still experiencing an exodus of women just after the year mark, you need to apply a laser focus to your exit interview process. Engaging in a dialogue about their growth andĭevelopment, and committing to actions that will support their goals, will reinforce to them that they are valued and supported. Should engage with her employee about a month before the end of the mat leave to discuss and agree on a phased return.Ībout four months into their return, re-address job ambitions and career aspirations. Then increasing by one day each subsequent week until the employee is back to five days a week. It also speeds up the re-entry phase.Ī phased re-entry requires planning and forethought, and can take many forms: coming into work for two days only the first week, Your employees during their maternity leave drives engagement and their motivation to return. The care you take in forging a continued connection with This could be in theįorm of a phone call once a month, email exchanges, or a coffee meeting. ![]() One of the most impactful things you can do to help alleviate anxiety and insecurity is to develop a “stay connected plan” with your employees before they leave for maternity leave.īefore your employee starts her maternity leave…ĭiscuss and agree on ways to keep connected about changes in the department, business strategies, vacancies, etc. Senior Vice-President, Human Resources, LoyaltyOne Voted Best Employer five years in a row, her company also earned Most Admired Culture status.Ī: Some studies indicate it takes mothers four months to get back their confidence and readjust to work once they return from a maternity leave. What can the company-and my department-do to stop this exodus of new moms? Some of our departments can accommodate flexible schedules, so new parents can change their hours to accommodate new responsibilities at home…We also conduct exit interviews with all employees who leave of their own accord, but so far those meetings have told us nothing actionable. We invest in internal training programs and send stars for external development, if they want it. We work hard to develop and retain all our employees. This is a huge problem for many reasons, not the least of which is that we are losing strong and promising talent. This happens across all levels, from junior employees to senior managers, and across departments-meaning in finance and communication and everywhere else, too. Q: There’s a trend at the company where I’ve been an HR hiring manager for nearly a decade: The women who return after a maternity leave last about 14 months before they resign.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |