Organizations should be concerned about the retention, engagement and productivity of their employees post-maternity leave. What started out as a quiet murmur, has grown to a dull roar. These days, the unique demand of female employees leaving and re-entering the workforce is a tumult that few employers can afford to ignore.

A study on Work-Life Conflict in the New Millennium published by Health Canada in 2003 found that work-life conflict has increased markedly (particularly role overload), suggesting that a greater proportion of workers (men and women) are experiencing greater challenges in balancing their role of employee, parent, spouse and eldercare giver (Duxbury & Higgins, 2003). Another study published by the Harvard Business Review titled On-Ramps and Off-Ramps: Keeping Talented Women on the Road to Success found that:

• 93% of qualified women who are off-ramped want to return to their careers, that’s the good news;
• The bad news is that that only 5% of highly qualified woman looking for on-ramps are rejoining the companies that they left (Hewlitt et al, 2002);
• For employers what this means is that the odds are stacked against retaining talented female employees who go on maternity leave, no matter how productive or talented.

This article is about the importance of coaching in relation to retaining these talented female employees post maternity leave. What is needed is sustainable workplace change that reflects the “dual agenda” of work and life integration that the majority of families are experiencing today.

A mother returning to work after up to a year or longer absence faces a myriad of struggles related to: emotional well-being, domestic harmony, change in role and company structure, lower than usual self- confidence and overwhelm causing stress. Take into account that many are leaving their children for the first time and are re-inventing themselves as a result of their own personal life changes during their absence and it becomes clear that coaching interventions play a critical role for both the employee and the organization.

For Moms returning to work, coaching interventions positively impact organizational measures such as absenteeism related to stress, employee engagement and productivity. A recent study at the Norwegian University of Life Sciences found that in some of 111 participants stress was reduced by up to 47%. Other findings included:

• 74% said that coaching has provided them with tools and perspectives that help them tackle stress better.
• 72% said that through coaching, they have learned to prioritize their time better.
• 81% said that through coaching, they have gained a deeper understanding for the thoughts and actions that stand in their way.
• 85% said that the coaching has made a significant impact on them and has helped them make various necessary changes in their day-to-day lives.
• 87% said that they could definitely imagine continuing with a coach either now or at another point in their lives.

Again, organizations should be concerned about the retention and productivity of their employees post-maternity leave. Engaging coaches as part of a maternity leave return to work program is a strategic initiative that will pro-actively re-connect employees with their work-lives while assisting them in learning to integrate their family lives. Coaching moms back to work…..works.

Maureen Clarke, MA is a coach, facilitator and trainer with 15 years experience in the business world in the area of education & development. Maureen is the Principal of The Blueprint Group, a company that specializes in programs for organizations for their female employees returning to work post-maternity leave.