Your report is going on leave!
As a manager, your duty is to your report, your employer, and your team. With that in mind, the first step to being a good manager to a report going on leave is to offer support as best you can!
We know it can be a stressful process to manage your report’s transition in and out of the office, as well as their absence, so we’ve compiled a brief checklist to help guide you along the way.
If you’d like a more detailed and thorough breakdown of what you can/can’t say, your obligations as a manager, your requirements when preparing for leave, and your report’s return to work - check out our Manager Guidance.
Before leave begins: |
Review the Manager Guidance on what you need to know about leave
Gain familiarity with the legal implications of taking and providing leave and feel comfortable as you step into the role of having a direct report out on leave
Direct your report to discuss their leave with HR/People
Prioritize transparency amongst your teams, so everyone knows what to expect as you move forward
Collaborate on a leave transition plan
Oftentimes it can be incredibly stressful to separate from work, especially when a report has their direct clients to consider.
Creating a transition plan that leaves no room for uncertainty allows your report to take leave knowing everything will be taken care of and empowers you and your team to know exactly what needs to be considered in their absence.
During your employee’s leave: |
Avoid reaching out during the leave for anything work-related
Maintain a one-pager with any changes that take place within the team, as well as progression on team projects
Make sure your report feels supported during their leave - this is one of the most effective methods of retaining talent across your team
Returning to work: |
Schedule a 1:1 on their first day back to discuss any changes that may have come up for them or their teams
Discuss their career goals and how their objectives may have shifted with these new life changes
Lean on your HR team and colleagues to support you through this transition as well
You don’t have to have the answer to everything; use every leave as an opportunity to further understand how you can best support your team
Learning more about leave: |
Check out the Department of Labor’s resources below for general questions and guidance on implementing FMLA: