Coaching Both the Parent and the Manager: The Key to a Successful Return to Work
Manager and employee celebrating success in the office - symbolising supportive leadership and ParentWorks coaching for a successful return-to-work culture.
Why Supporting Both Sides Matters
When a parent returns to work after leave, the experience is shaped not only by their own readiness, but also by how their manager responds. Even the most thoughtful policies can fall flat if leaders feel unsure how to support someone coming back from parental leave.
In my coaching work, I often see both sides trying their best, but struggling with different challenges. Parents are rebuilding confidence and boundaries; managers want to help but worry about saying or doing the wrong thing. Coaching that brings support to both parties bridges that gap, creating smoother, more sustainable returns for everyone involved.
The Parent’s Perspective
Returning parents often tell me they feel pressure to prove themselves quickly. They want to be productive, but also fear appearing less committed. Many underestimate the emotional load of balancing work with new family routines.
One-to-one coaching gives them space to:
Rebuild confidence and self-belief.
Redefine what success looks like now.
Practise conversations around flexibility and boundaries.
Manage energy, focus, and wellbeing through change.
When parents feel grounded and confident, they’re able to re-engage more fully and perform at their best.
The Manager’s Perspective
For managers, supporting a returning parent can feel complex. They may be balancing team needs, deadlines, and sensitivity around personal topics. Most want to help, but lack guidance on what “good support” looks like.
Brief coaching or consultation for managers can help them:
Set clear, supportive expectations from day one.
Communicate with empathy while maintaining performance standards.
Normalise flexibility within their teams.
Create an environment of trust rather than assumptions.
A confident manager helps the parent settle faster, improving productivity and morale across the team.
How Coaching Connects the Two
When both the parent and the manager have space to reflect and plan, the return-to-work process becomes collaborative rather than reactive.
Coaching helps each side see the other’s perspective and align around shared goals – wellbeing, contribution, and sustainable success.
For HR and people leaders, this joined-up approach also provides valuable insight into how policies translate into lived experience. It turns support into measurable outcomes: retention, engagement, and stronger leadership capability.
The Business Impact
Supporting both the parent and the manager delivers real results:
Higher retention: Employees who feel understood and supported are far more likely to stay.
Faster re-engagement: Clarity and communication reduce early stress and absence.
Stronger leadership: Managers gain skills that benefit every member of their team.
Inclusive culture: Demonstrates a commitment to supporting all life stages, not just job titles.
This approach moves parental support from a “nice to have” to a genuine business advantage.
Team meeting demonstrating inclusive leadership and trust - reflecting ParentWorks coaching that builds communication and confidence for working parents and leaders.
Practical Steps for HR and People Leaders
Offer 1-to-1 coaching for returning parents. Tailored sessions before or after leave help individuals feel ready, confident, and clear.
Provide short manager briefings or coaching. Even one or two sessions can equip leaders with tools to manage the transition well.
Encourage open dialogue. Check-ins, flexibility reviews, and regular feedback keep communication flowing.
Share success stories internally. Seeing positive examples helps normalise supportive leadership.
Support from ParentWorks
At ParentWorks, I offer tailored coaching for parents returning to work, with optional support for their managers to help ensure a smooth, confident transition. Each series is adapted to the individual and aligned with organisational goals.
If you’d like to explore how this could work in your organisation, get in touch: 📧 hello@parent-works.com