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> critical member on a tiny team? Have you talked with her to get a sense of what she's thinking and what an ideal future work scenario might look like? Be su
by JSeymourATL 12y ago
> critical member on a tiny team?
Have you talked with her to get a sense of what she's thinking and what an ideal future work scenario might look like? Be sure to communicate her importance to the team.
Cover the salary on-leave, it buys tremendous goodwill. But be fully prepared in case she doesn't return from maternity leave. If you haven't been there yet, it's a life changer on a variety of levels.
If retention becomes an issue-- consider allowing her to work virtual office and/or shift to part-time for the next several months.
- spdustin 12y agoParent made the important point (no pun intended): There's a non-trivial chance she won't return to work. Having a kid changes the perspectives of the new parents - going from "take" to "give" - in ways that can't be undone. Don't make the paid leave contingent on her returning, or you'll have negative feelings about her participation and possibly about her peers on the team. Mentally, call it a severance package, even if she intends to return. Let her and the money go, and focus on overall contingency plans, as mentioned by others.