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MAXIMISING PROFESSIONAL POTENTIAL AFTER A BREAK

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EMPLOYEE NEEDS ON LEAVE
MAINTAINING A SENSE OF BELONGING

Insights for HR

Who We Support

Returning Colleague

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Returning to work after a prolonged absence? We can provide the right support and expertise to make your return work for you.

HR / EDI / Talent Practitioner

Creating their own plan for success

Supporting you to support your people

Executive Sponsor

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With our input, your people programme will be a real internal and external head-turner…

Line Manager

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You play a vital role in helping career-breakers in your team make a smooth, effective and happy return to work. Here’s how we can support you.

Our Solutions

Executive Comeback Coaching

Comeback Workshops

Flexible Workplace Workshops

Building (HR) Capability Consultancy

Tailored ‘Comeback’ Communications

Comeback Community™

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INSTAGRAM @TALENTKEEPERSUK

🗞💬 We’re in the FT this weekend @ft_weeken

🗞💬 We’re in the FT this weekend @ft_weekend
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Jessica Chivers, our founder, talked to Claer Barrett @claerb on how to approach your employer about relocating and advice to employers.
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Hybrid working looks set to be the way the majority of ‘knowledge workers’ work so longer commutes, fewer days per week may well be what many employees prefer (in exchange for a bigger home/better quality of life).
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Has your organisation developed an approach to hybrid working yet? Or is it still evolving? Have you moved further away from the office to get more space?
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Cheeky photo of Artemis, Jessica’s daughter, giving Boris Johnson a makeover…nothing political here: she’d have done the same to Sir Starmer and Mr Davy.
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#hybridworking #returntowork #office #commuting #employeeexperience #employeeengagement #leadership #hr

How are people feeling about returning to work in

How are people feeling about returning to work in your organisation after maternity, furlough, adoption, sick leave? Come and talk to us about our virtual "Coming Back with Confidence" mini masterclass to empower your people's return. Here's the feedback from Women in Banking and Finance - UK this week.

E-mail hello@talentkeepers.co.uk if you'd like to know more.

#returningtowork #maternityleave #furlough #employeeengagement #employeeexperience #talentkeeping #performance #productivity #empathy #care #employeewellness

👋 Our new short, punchy CAREER FUEL guide for p

👋 Our new short, punchy CAREER FUEL guide for people who’ve returned to work from maternity or another long leave has just landed.👍
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Career Fuel is for you if:
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- Think you’ve ‘fallen behind’ your peers
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- Are thinking about career progression
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- Need to improve your focus and impact
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- Are feeling frustrated
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- Have taken maternity, adoption, SPL or other extended leave.
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You can get a free copy via the home of our NEW digital, scalable solution for employers who want to keep colleagues feeling CONFIDENT, CONNECTED & CARED FOR when they take extended leave.👏🏻
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Visit www.comebackcommunity.co.uk/careerfuel or see the bio of our sister account @comebackcommuk
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Please hurry because we’ll be putting it behind the log-in wall at some point!
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#maternityleave #returnstronger #returningtowork #adoption #sickleave #sharedparentalleave #comebackcommunity #talentkeeping #talentprogression #careerprogression #talentdevelopment #careerprogression #careerdevelopment #careercoaching #employeeretention #employeeengagement #employeeexperience

Our hearts went out to Marcus Rashford last night.

Our hearts went out to Marcus Rashford last night. Brought out for the last 2 minutes of the final of the Euros specifically to take penalties and his shot on goal hit the post.

It got us thinking about the expectations people put on themselves to ‘snap back’ or ‘hit the ground running’ when they return to work after maternity, adoption, shared parental leave, adoption leave or extended time away from work for any other reason.

It takes time to ‘get your head back in the game’ after time away - and no matter how exceptional you are at what you do for a living, we all have off moments when we don’t deliver as we and others would like us to.

The antidote is compassion, and in the case of returning colleagues, acknowledging you’re in a
period of transition.

If you’d like to know more about our work with line managers of people returning to work and our resources and coaching programmes for your returning colleagues take a look at our website or e-mail jc@talentkeepers.co.uk.

Photo credit: GM Newshub.

#marcusrashford #maternityleave #furlough #maternityleaveisover #returntowork #adoptionleave #sharedparentalleave #employeeexperience #hr #linemanager #leadership #talentretention #talentkeeping

Nicholas Bloom is an economics professor at Stanfo

Nicholas Bloom is an economics professor at Stanford and his view about not letting people pick their WFH days centre around two concerns. He writes:
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1. MANAGING A HYBRID TEAM, where some people are at home and others are at the office. I hear endless anxiety about this generating an office in-group and a home out-group. For example, employees at home can see glances or whispering in the office conference room but can’t tell exactly what is going on. Even when firms try to avoid this by requiring office employees to take video calls from their desks, home employees have told me that they can still feel excluded. They know after the meeting ends the folks in the office may chat in the corridor or go grab a coffee together.
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2. RISK TO DIVERSITY. It turns out that who wants to work from home after the pandemic is not
random. In our research we find, for example, that among college graduates with young children
women want to work from home full-time almost 50% more than men. This is worrying given the
evidence that working from home while your colleagues are in the office can be highly damaging to your career.
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Prof Bloom goes on to talk about research he did in China with 250 randomised volunteers who
were either assigned to working from home 4 days/week or FT in the office. He found that WFH
employees had a 50% lower rate of promotion after 21 months compared to their office colleagues.
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What do you think? Let people pick their days in/out of the office? Decide together which days you’ll all be in? Or manager chooses?
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#hybridworking #hybrid #workfromhome #leadership #teamculture #employeeengagement #employeeexperience #hr #linemanager #teamwork #flexibleworking #organisationalpsychology

We learned a new concept today: pluralistic ignora

We learned a new concept today: pluralistic ignorance. It’s where you privately hold a belief (such as “it’s right that men should be encouraged to take Shared Parental Leave”) and at the same time believe that the people around you (e.g. your colleagues) don’t agree.
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Our learning came via a piece of research by the Government’s Behavioural Insight Team about
attitudes to SPL at two banks. It turns out most men do think new fathers should take Shared Parental Leave and that they should take a decent chunk of time too.
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So the takeout is that if you want more men to take SPL in your organisation (many benefits associated with is – our founder @jhchivers has written about this in other posts and on LinkedIn)
then as well as enhancing the pay, you need colleagues to be vocally encouraging of one another to take it.
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Key findings:
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👍Respondents at Santander UK would encourage men they work with to take 8 weeks of leave, but thought their male colleagues would only encourage around 6 weeks. At the second bank, this was
12 weeks and 8 weeks.
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👍Men at Santander thought that roughly 65% of their peers would encourage male colleagues to work
flexibly, while in reality 99% would do so.
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👍At the second bank, twice as many men supported male colleagues to take at least 4 months of
leave as men assumed.
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Great to see Santander UK @santander.global (and the other unnamed bank) do this research and thanks to Ian @iandinwiddy from our coaching team for flagging this.
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Ian and Jessica are hosting a FREE Q&A on SPL, new fatherhood and career progression tomorrow,
Tuesday 29th June 8-8.45pm BST.
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Search for ‘Comeback Conversations’ on Eventbrite or see our sister account @comebackcommuk for details. Or feel free to DM us and we’ll send you a link to book!
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#sharedparentalleave #newfather #newdaddy #banking #finance #hr #talentretention #employeeengagement #employeeexperience #adoptionleave #workculture #workculturematters #behaviouraleconomics #behaviouralpsychology #behaviouralinsights
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What do business leaders think about Shared Parent

What do business leaders think about Shared Parental Leave? 🤔💭

Liz Wright, one of our coachees and Risk Assurance Partner at the global tax and audit firm RSM @rsm.uk has been encouraging men on her team to take it.👏🏻

In the last year six new fathers have stepped away on leave from Liz’s team.

Businesses who actively encourage expectant fathers to take SPL set themselves up to:

- achieve smaller/no gender pay gap
- have balanced leadership
- get closer to gender parity in male/female Partners

We coach employees preparing for/returning from extended leave including Shared Parental Leave, maternity, adoption and sick leave.👋

We’re looking forward to working with more men as more businesses encourage fathers to take SPL.😊

Visit our website (click on “Insights”) for Liz’s article.👆

#talentkeeping #talentretention #talentattraction #employeeexperience #sharedparentalleave #fatherhood #fathersatwork #expectantparents #comebackcoaching #careerdevelopment #employeeretention #hr #coaching #executivecoaching #accountant #maternityleave #backtowork

💡NEW POST: We’ve been advocates of walking co

💡NEW POST: We’ve been advocates of walking coaching meetings for many years. For many of our coachees who are returning to work from maternity or shared parental leave it’s a welcome break from the desk – they’re just not used to the physical inactivity! 👨‍🍼💨
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Research tells us that outdoor walking leads to more ‘creative’ thinking than sitting inside or being pushed in a wheelchair outdoors. And the boost in divergent thinking lingers when you return to your (indoor) desk.🖥
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Throughout 2020 and into this year we’ve constantly asked ourselves “how can we make coaching time as good, if not better, than it was when we met in person?”
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🙋‍♀️We’ve also held onto the question “What would it take to be the bright spot in our coachees’ diaries?” Because let’s face it, back to back virtual meetings have been painful and no matter how good the coaching, another screen meeting chips away at our coachees’ energy.
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See our ‘Insights’ page for the science behind walking coaching meetings (2 min read) 👆(Photo credit: Charisse Kenion).
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#comebackcoaching #coaching #careercoaching #employeeexperience #walking #productive #coachingpsychology #focus #greatdayatwork #maternityleave #maternityleaveisover #returntowork #returntoworkmums #talentkeeping #talentretention
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Comeback Workshops
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Tailored ‘Comeback’ Communications
Comeback Community

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