As a business owner, I understand the challenges that come along with keeping employees motivated and engaged at work. Here at Kids & Company we put a lot of effort into making our employees feel supported, appreciated and secure. This becomes especially important when employees go on maternity leave and are away for extended periods of time.
When the Canadian Government increased parental leave to 35 weeks a decade ago, it seemed great; but the reality is, 35 weeks away is a very long time – long enough to lose touch with colleagues and friends, to feel alienated and awkward when faced with changes like employee turnover. According to Statistics Canada (2014), only 29 per cent of parents with children under 18 are currently employed, proving that returning to work isn’t as simple as falling back into routine.
Employee engagement is a daily challenge for those in HR. They understand that most employees want to maintain a connection with their workplace while on maternity leave, and know that they play a key role in keeping this connection alive.
Losing great employees is more than a HR issue. The average cost of replacing employees can be anywhere from 40 to 400 per cent of the annual salary for that position, making turnover a huge expense from a financial perspective, so it’s worthwhile to invest in easing the transition from home back to work, rather than lose resources.
But how do they do it?
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