We recently talked with Chris Adams, CEO of Park Place Technologies, about strategies to support your workforce and keep them involved, even during leaves of absence.
During our conversation, Chris explained the need to rethink traditional leave policies. He described a familiar challenge his company once faced:
“We would have great employees who would leave because they wanted to spend time at home with their families… and then they would come back years later. And, you have this gap on the resume.”
When someone takes an extended break, those gaps on their resume can suggest a pause in their career—even though they’ve actually been developing valuable skills. That’s why finding creative solutions is so important.
A Creative Approach to Flexible Leave Policies
Part-Time Retainer Program
Instead of allowing these gaps to be seen as setbacks, Chris’s team introduced a program that keeps employees on a part-time retainer.
In simple terms, even if you can’t commit to full-time work, you can still contribute on a flexible, reduced schedule—keeping your skills sharp and your professional network active. This approach not only keeps individuals engaged but also creates a smooth transition when employees are ready to resume full-time work.
Extended Leave Benefits
Chris emphasized the benefit of offering extended leave—using 90 days of paid maternity leave as an example of what can be done beyond traditional policies. As he explained,
“You give people six weeks of paid, and I thought, well, it’s not a lot of money to go to 90 days, but it’s a huge benefit.”
Future-Focused Amenities
Chris also sees on-site daycare as a real game changer—imagine catching a quick smile from your child on a tough day.
Research from Harvard Business Review and other sources shows that family support amenities, like on-site childcare or partnerships with local providers, can make a noticeable difference in keeping your team engaged and loyal.
Industry Trends on Flexible Leave Policies
Our discussion with Chris is supported by recent studies from trusted sources:
- All 2024 NorthCoast 99 award-winning organizations offer at least one type of flexible work arrangement.
- Gallup found that companies with a structured return-to-work program often see a 15% increase in productivity. Starting with half-days or a few days a week before returning full-time can really ease the process and improve overall productivity.
- Harvard Business Review notes that digital tools like Slack, Microsoft Teams, or Zoom are more than just messaging apps—they help everyone stay connected, even during extended leave. These tools create online spaces where your team can share updates and stay connected, making them a key part of maintaining our company culture.
- Many HR leaders are going further by offering on-site childcare or partnering with local providers. This not only reduces stress but also makes your company more attractive to top talent. Experts agree that initiatives like these give you a competitive edge.
Addressing Common Leave Challenges and Filling the Gaps
Even with these creative approaches, you might still wonder how to put everything into practice. Here are some common challenges—and ways to address them:
Seamless Reintegration
The challenge: Transitioning employees back into full-time roles can be tricky.
Action Steps:
- Develop a Phased Return Plan: Create a clear plan where an employee might start with half-days or a few days a week before gradually moving to full-time.
- Assign a Mentor: Pair returning employees with an experienced colleague who can help them learn about changes in the organization.
- Schedule Regular Check-Ins: Use digital tools to hold brief, weekly catch-ups during the first month back to ensure everything goes smoothly.
Measuring ROI of Flexible Work and Leave Programs
Challenge: You need solid data to justify investing in flexible work and leave policies.
Action Steps:
- Implement Pilot Programs: Test extended leave benefits in one department or with a small group of employees before a full rollout.
- Track Key Metrics: Monitor employee turnover, productivity, and satisfaction before and after changes to provide concrete proof of the benefits.
Creating Policies and Programs for Your Workforce
Challenge: One-size-fits-all policies rarely work.
Action Steps:
- Survey Your Team: Get feedback to understand the needs of your employees.
- Customize Benefits: Offer flexible options that cater to individual circumstances, such as childcare support or part-time schedules.
- Review Regularly: Continuously assess and adjust your policies to keep them relevant as your workforce evolves.
Using Digital Tools
Challenge: Keeping communication flowing during extended leaves is essential.
Action Steps:
- Adopt Collaboration Platforms: Use tools like Slack, Microsoft Teams, or Zoom not just for meetings but also to create an online community for sharing updates and support.
- Establish a Digital Community: Create a dedicated online forum or group where employees on leave can stay connected and ask questions.
- Automate Communication: Set up regular newsletters or updates to keep everyone informed.
Flexible Work and Leave Strategies to Try
Based on our podcast insights and industry research, here are some strategies you can try right away:
1. Develop a Flexible Leave Policy
- Review Your Current Policies: Consider extending benefits, such as adding more time to your maternity or paternity leave policies.
- Engage Your Team: Hold feedback sessions to learn what your employees really need and want.
2. Implement a Structured Return-to-Work Program
- Create a Checklist: Develop a clear, step-by-step plan covering training, mentorship, and gradual workload increases.
- Assign Roles: Designate mentors or HR representatives to monitor progress and support returning employees.
- Set Milestones: Define clear goals to ensure a smooth, measured reintegration process.
3. Explore Family Support Amenities
- Assess Feasibility: Evaluate whether on-site childcare or local partnerships might be right for our organization.
- Pilot Programs: Start small—perhaps with childcare stipends—to see how your team responds before scaling up.
- Gather Feedback: Continuously refine the program based on real experiences and measurable results.
What’s Next?
Chris Adams made it clear that better leave policies aren’t just about managing absences—they’re about investing in your people for the long term. By considering flexible policies and structured return programs, you can turn a leave of absence into an opportunity for growth and retention.
Now it’s your turn:
Why not take a moment to review your current leave policies? Even a small change might make a big difference for your team.
