![]() There's a lot of adjusting that has to happen. ![]() Our kids themselves need to get used to being back in an educational environment, or back in a social environment with kids, if they're doing camps back out in the world. But it's also acknowledging that our children's caregivers need to on-ramp. It's on-ramping for your employees, perhaps letting them operate at a reduced hours schedule or even reduced duties schedule without taking away pay. What other practices can organizations draw from the return from parental leave? What allows working parents to thrive? They might not have worked the most hours, or brought in the most business, but did they take time to mentor someone? Did they participate in an ERG that makes the org a more attractive place to work? Did they make a useful introduction? These are highly valuable contributions that deserve to be acknowledged and rewarded. One practical approach is for managers to reward any retention-building work that employees did over the pandemic. ![]() I encourage both managers and employees to rethink their measures of success in a more nuanced way. That's not earth shattering, but it's something that can make a huge difference when used as a tool by managers, especially with groups of people, like parents, who might fret that they have underperformed using our old measures of time, dollars, and facetime. Research shows that (unshockingly) one thing that helps with retaining women in times of transition (like after a parental leave, or coming back post pandemic) is if people feel valued for their contributions. Some of it is transitional and some of these changes we're going to want to keep permanently. We get to know people, get back up to speed, but do it in an entirely new and different way that probably will be ongoing. It's very similar to what it feels like as a new parent coming back to work after being home on a family leave and needing to re-engage. It's a lot of negotiating around personal life needs, which can feel like the highest stakes possible at a time when we're all ready to work hard and get back into the groove of our new, hopefully exciting economy. For instance, kids who may not have their regular summer programs, but mom and dad are expected back in the office. Many apply directly to what we're seeing with offices reopening, people having hybrid situations, and needing to still take care of family. There are lots of things that businesses can do to help support that transition back to paid work. What can we learn from the return from parental leave that's applicable to the broader return to workplace now? Here are excerpts from our conversation, edited for space and clarity: I followed up and asked her what we could learn from the best practices for the return to the office from parental leave. Brody mentioned that there are parallels between the return to paid work by mothers after a parental leave and the return to the workplace that so many workers-whether parents of young children or not-are now on the cusp of. She’s an expert in creating workplaces where working mothers can thrive, and coaching parents to that end. I recently was introduced to Lauren Brody, a former executive editor of Glamour magazine and author of The Fifth Trimester. Focus on What We All Can Learn from Working Parents Entry-level lawyers at some corporate law firms are now making $200,000, thanks to a boom in legal activity. Consumer prices rose 5% in May from a year ago, the biggest inflation jump in about 13 years, amid greater demand and labor and materials shortages. A retail trade group forecast as much as a 13.5% increase in sales this year, saying it expects the fastest growth since 1984. The business impact: Nearly four million people quit their jobs in April-that’s the highest number on record and suggests that workers are confident that they have better options. The latest virus forecast: The US has had a 31% decline from two weeks earlier, with about 14,000 new cases yesterday, and over 67% of US adults have received at least one dose of a vaccine. You can sign up here to receive it by email as well. Thanks for reading our briefing about what companies are doing to navigate the continued reality of remote work, to reopen safely, and to reset their practices for the long-run. Rush hour is not the same, in the morning especially. You can always reach out to us at with any questions. (You can always easily unsubscribe.) If you are a subscriber, this will just verify your email address. ![]() #Guinea pig rush hour freeIf you’re not already subscribed to our free email newsletter with more content like this, this will sign you up for it. ![]()
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