Parental leave return-to-work strategies for consultants

No one talks about how lonely it is to come back from maternity leave. You leave to have a baby. You come back to 1,492 Slack messages and a calendar invite like nothing happened. No re-onboarding. No roadmap. Just you, quietly catching up in the dark while trying to remember how to human. We have onboarding for new hires. Offboarding for exits. Even training for contractors. But for parents returning from birth? Silence. Let’s fix it. Here’s what every company should offer for parents returning from leave: 👋 Reboarding Week 1: • 1:1 with manager to go over what changed • Updated org chart & project priorities • A "Return Roadmap" PDF so they’re not guessing • Re-intro post to the team (yes, like a new hire) 🧠 Emotional & Logistical Support: • Option to ease in: 3-day ramp week • Set up a “parent buddy” for weekly check-ins • Slack channel for working parents • Access to therapy or coaching if possible 🗓️ Workload Reset: • Clean calendar before return, don’t backload meetings • Give space to observe before jumping into strategy • Make re-entry goals collaborative, not performative 💡 Manager Training: Because most of them have no idea how to support a parent returning to work. Let’s fix that too. This isn’t coddling. This is retention strategy. This is how you keep high performers. This is how you show up for real when it matters. HR folks, People teams, CEOs: STEAL THIS PLAN. Better yet, implement it and tell LinkedIn you did. Working parents deserve more than a “Welcome back!” They deserve a re-launch. #WorkingParents #MaternityLeave #Onboarding #Reboarding #PeopleFirst #ParenthoodAtWork #caffeinencareers

A client returned from 16 weeks of medical leave to a department that looked nothing like the one she’d left. Her manager hadn’t planned her reentry. Don’t let this happen to you. Today’s post is a roadmap for returning from maternity, paternity, or medical leave. Two weeks before you go, co-create a reentry plan with your manager. Include objectives, timeline, coverage, and who’ll brief you. E-mail all the relevant players with the plan. One week before your return, touch base to confirm the plan still fits. Also, block transition time in your calendar so colleagues don’t overload you with meetings on Day 1. You’ll likely need time that day to check your tools (logins, software updates) to avoid tech frustrations. Request a “welcome back” briefing from your manager, or the appropriate peer, to catch you up on key changes, decisions, and / or any new faces. At the meeting ask for clarity on the top 3 priorities in your first 30 days, so you don’t spread yourself too thin. Done well, reentry strengthens retention, performance, and trust. Plan early. Return easier. Don't leave success to chance.

Everyone loves to tell women: “The most important decision for your career is who you marry.” And yes, your partner matters, a lot. But here’s what they don’t say... For your career, the second most important person in your life after you have kids is your manager. And here’s the tricky part: You don’t get to choose them. You might head out on maternity leave with a great boss, someone who knows your work and has your back - only to return to a reorg, a new team, and a manager who’s never worked with you before. So now, while you're figuring out pumping logistics, adjusting to your new normal, and wondering how on earth you’re going to manage it all, you're also walking into a 1:1 with someone you’ve never met. Now you have to prove yourself all over again, and that can shake even the most confident person. But don’t panic, don’t complain and definitely don’t quit. Because while you can’t choose your manager, you can shape the relationship. Here’s how to rebuild trust fast: 1. Be the one to reach out first. Don’t wait for a “welcome back” meeting. Put time on their calendar and start the conversation. 2. Get clear on what they care about. Ask what’s most important to them right now. What does success look like from their perspective? Then figure out how your work supports that. 3. Talk about how you’ll work together. Do they want weekly check-ins? Big picture updates or detailed ones? Do they like Slack or email? The sooner you align, the smoother it goes. 4. Be upfront about your schedule and boundaries. Let them know when you’re available and when you’re not. Share your working hours and constraints before you’re stretched too thin. 5. Invite feedback early and often. You don’t have time to waste wondering how things are going. Ask for input, adjust if needed, and show you’re invested in the partnership. Your manager plays a huge role in how your return to work feels and how successful it is. But even if you didn’t get to choose them, you can shape the relationship. And when you do, that second most important relationship in your career can actually work in your favor. Have you ever returned from leave and had to start over with a new manager? What made it easier?