Welcoming team members back after a leave of absence can be challenging for even the most experienced manager - even more so when you layer on the unique needs of a nursing mom. Here's some easy ways to make it a better experience for everyone involved:
Explore flexible work options on her behalf.
Is your employer open to a flexible work schedule? Many workplaces won't openly offer it but might accommodate flexibility on a case-by-case basis. Champion your returning team member by inquiring on her behalf. If you're able to provide a couple days of working at home or shorter hours, offer it up! Any amount of leniency you can grant in her first few weeks or months can go a long way for her well-being.
Regularly ask her how she's doing and be an active listener.
The consistent, active listening that's foundational to building trust with your broader team becomes even more critical as you help a team member return from maternity leave. She will need reassurance that you understand - or are making an effort to understand - her challenges and that you're going to support her through them. Equally as important is choosing your words carefully. Consider reviewing our What Not to Say guide to avoid using phrases that could offend her.
Make sure her pumping needs are met.
As a nursing mom, your returning team member will likely need to pump every time her baby would normally be nursing. That means she could be pumping up to three times during the workday. Double check that there is a clean, safe place for her to pump and a fridge to store her expressed milk. Refer to our Pumping Accommodation Tips for Employers to learn more about these needs.
Be mindful when sending meeting requests.
Check in with your nursing team member regularly to ensure she's able to balance her meeting demands with her pumping schedule. She's only able to shift her pumping routine by a few minutes so it's important to be mindful when sending her meeting requests. Take it a step further by having her block time on her calendar for pumping and encourage her to protect that time.
Keep her in the driver's seat.
When a demanding project presents itself, don't immediately count your nursing team member out. While you may think you're being helpful by not adding to her stress, it's important she makes that decision for herself. She might decide that the extra workload is manageable and that the project is critical to forwarding her career.
Reassure your team.
You're doing your best to help your team member through her transition but don't forget about the rest of your team, too. They may not be aware of the challenges a nursing mom faces at work and feel slighted when she disappears to pump throughout the day. To help avoid potential turmoil, take the opportunity to set expectations before the team member returns from maternity leave. Make it known that the team member will need extra grace as she returns and point them to Boobbatical to build a better understanding of nursing moms in the workplace.
If you've followed all of these best practices and feel your team member is still struggling with the transition, be sure to speak up. Reach out to your Human Resources department, voice your concerns, and seek additional support. Boobbatical also offers a variety of resources to help companies and managers navigate this topic. Contact us today to learn more.
