Corporate Events’ Post

The transition back to work after maternity leave isn't easy. But with the right strategy and proper tool, you can be successful! 🌟 Thx to STEP you are not alone in this journey. Meet Lucia, our 2nd employee sharing about her journey with S.T.E.P. 👋   Watch the video to find out!

A Madison team member is out on maternity leave. But she’s still checking her emails and responding periodically. It’s not because we don’t fully encourage her to disconnect! We make it very clear that family always comes first. But she made a personal decision to check in every few days. For her, it’s easier to check her inbox and send some emails in order to avoid a big backlog when she returns. This is not for everyone, of course! Some people rest up better when they completely disconnect from work. And some need to know things are under control by checking in. Do you prefer to check in - or completely check out - when you’re on personal leave? Follow #madisonproperties for updates and info on commercial real estate property management #Family #Team

I worked up until the day before I gave birth both times. I didn't work while I was on maternity leave, not even an e-mail. I had a large team. I trusted them. It was important for me to spend time with my family. It was important for me to let my team grow. It's also important as a leader to set an example. To show others it's okay on maternity leave for it to really be a leave. So if you are a mother or a father and you are out. Be mindful that others are watching. If you are working all the time. It will make your staff feel obligated to work all the time. Here are a few tips that made it easier to have genuine time off: - Document and hand off anything that you might only know about. - Create time for training in the months before. - Ensure everyone on the team is clear of their responsibilities. - Do create an emergency protocol and when to use it. - Make sure your team knows you believe in them. P.S. What's a tip you used to ensure you had your well deserved time off?

I am officially back at my desk after the most magical (and wild!) time on maternity leave! 💙 Feel free to reach out to chat about your regulatory needs, I look forward to catching up with you 🤓📚🖋️ #REACH #regulatoryaffairs #regulatorycompliance #sustainability

First week back from maternity flown by 🤯 I've loved it 🩵 Some highlights 👇🏼 💬 Catching up with the team and hearing about all the exciting things that are planned ✍🏼 Getting back into Content Creation 🧠 Creating the roadmap for the rest of the year I know it'll take some time to settle into this new routine, after spending my days playing with my little human and chilling in coffee shops. ☕ But I'm super excited to be back 😄 How did you feel when you returned from maternity?? #returntowork #workingmum #marketer

If you’re looking for a flexible career after maternity leave – have you thought about buying a children’s franchise? Maybe you’re looking for a flexible career because you’re nearing the end of your maternity leave, and the thought of going back to your previous employment isn’t exactly filling you with feelings of joy. Or perhaps you’re ready to ditch the 9-to-5 altogether and build a thriving business that gives you the flexibility you need to be around for your growing family. To keep reading, head to our blog: https://lnkd.in/d__yCTDV #maternityleave #matleave #matleaveisover #flexibleworking

In case I haven’t mentioned it enough times already, I’m on maternity leave right now. I went onto maternity leave on the 9th of June and will be returning to work at some point in April 2024. That’s 10 whole months off from my ‘work-work’. Is that a long time? Yes and no. Long enough for me to feel slightly rusty when I come back. Long enough for processes to change. Long enough for a new law to be passed. Heck. One maternity leave I had saw a new country being born! Am I worried about ‘losing touch’? Nope. Firstly, I’m in a very regular contact with my colleagues. Sure, we talk dogs, dates and babies more than shop, but I’m sure they’d flag any crucial changes I should be aware of. Secondly, I am keeping my eye on what’s going on in the world of IP. So I am happy to flip my focus from what it was before June - it used to be 90% work, 10% family life. It’s 99% family life and an easy 1% of keeping an eye on work. I will catch up when I’m back. (But if you do know of any dramatic legislation change relating to trade marks I should be aware of, feel free to put it on my radar ;)) #maternityleave #cpd #professionaldevelopment #worklifebalance

Returning to work after Maternity Leave Here's what I learned as I am in my second week back at work after maternity leave: 1. Say Yes to Help, do not try and be superwoman doing it all, you cannot pour from an empty cup. An overwhelmed and over stretched Mamma and Employee benefits no one. 2. It's going to be hard, may the force be with you! Accepting that this is your new reality means you're halfway there. 3. An organization that cares about their employees as much, if not more than their customers, makes the world of difference. This is exactly why I did not mind returning to work before my little bundle of love and dirty diapers were even 2 months old. 4. It's ok to be both sad and excited. You're a human being with a whole spectrum of emotions, you're allowed to feel them all, there's no right or wrong way to feel. How was your transition back to work after maternity leave? #workingmoms #maternityleave #ex

Love 👏 to 👏 see 👏 it! After reading and celebrating this post, I was curious on Bobbie's parental leave policy... couldn't freakin' believe it when I read that the formula company offers "birthing and non-birthing employees up to 12 months of leave and allows them to return to work on their own terms." AMAZING. They ensure employees receive 100% pay for the first four months. So many people, including me, reconsider family plans because they can't afford to lose 30-40% of their pay (as I would in California) OR MORE in other states to leave work even if they have job protection. Want to know more? Bobbie goes a step further, challenging companies to TakeOurLeave. Check out their open-sourced playbook: https://lnkd.in/gUddz_Hb SO LEADERS, PAY ATTENTION!

Being a young mother and HR Professional in the workforce, I have seen firsthand inequities that occur when it comes to promotional opportunities and other rewards. The story below is a great example of how organizations can start closing the gaps we see in equity and ensure promotional opportunities and other rewards are inclusive to all employees that have earned them through high-performance and beyond. When going out on maternity leave, or any long-term leave for that matter, there are a lot of anxieties and concern from employees regarding what the workplace will look like upon return, and if their accomplishments and contributions will still be recognized. The way that leadership and the organization respond to those anxieties and concerns makes all the difference in someone's likelihood to not only return, but to thrive upon return. Props to this organization for recognizing this star employee and ensuring she knows she is valued as she goes out on maternity leave and when she returns!