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Delivering Success for Both Business Owner and Employee

Joyce Morse

June 16, 2014

Small businesses usually have to run a tight ship to be successful. This often causes stress for both the owner and the staff, especially when one is planning to take maternity leave.

However, there are some things that can be done to make this transition period a success to both employer and employee.

Planning Early

One of the best things that employers and employees can do to ensure a smooth period while the woman is out on maternity leave is to begin planning for it early.

Don't wait until the last minute and try to make it one of the 4 or 5 important delivery day decisions.

Instead, pregnant employees should begin communication early on.

Of course, the employer must make communication easy for the woman so she doesn't feel that her job will be in jeopardy while she is out.

Brainstorming ways to handle the workload helps both parties see the options.

For instance, decide if working from home is a possibility, even just for part-time. This not only helps if the woman has a difficult pregnancy, but it can provide reassurance for the employer after delivery if he or she needs some extra assistance.

While many business owners hire temporary help to cover for the employee on maternity leave, there may be other options.

Perhaps several current employees can take on the extra work for a few weeks. The pregnant employee can train her fill-in staff and help organize the workload.

Sometimes being part of the solution provides reassurance that she will still have a position when she is ready to return.

Job Security

It is important that the business owner provide reassurance to employees taking maternity leave that their jobs will still be there for them when they are ready to return.

With statistics showing that up to 40% of women are made unnecessary in their jobs when they are ready to return, this becomes a major concern to anyone planning to take maternity leave.

To show support to their employees, small business owners must think outside the box.

They can look for ways to allow the employee to work from home during her time away and even afterwards when she is juggling motherhood and a career. Even if they can't provide the opportunity full-time, the owner could consider part-time or even on an as-needed basis (when the child is sick).

Providing a flexible schedule instead of traditional hours may be another option.

If the work can get done in the evenings and on weekends just as well as during regular business hours, this flexibility may allow the employee to be more efficient and work around appointments.

Getting your employee involved in making decisions that affect her job and maintaining ongoing communication is the key to having a smooth transition during this time.

Both parties must provide reassurance that they will continue to be dedicated to each other.

This helps everyone feel good about the process and the difficult times that lie ahead as adjustments are made.

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