Helen Ilsley | Director of BD & Executive Coach
Managers often face pressure from all sides, but with self-awareness and better communication, they can truly support returning employees. Learn how checking assumptions, using coaching skills, and recognising individuality can help managers avoid benevolence bias and create fair, empowering workplaces.
Managers often find themselves caught in the middle, under pressure from senior leaders whilst also managing the expectations and needs of their teams. Despite this, most managers genuinely want to do a good job and support their employees, especially those returning from parental leave. However, good intentions can sometimes lead to what’s known as benevolence bias, offering so much support that challenge and growth opportunities are unintentionally withheld. This can create a “cosy club” dynamic, particularly affecting mothers returning to work, where career progression quietly stalls and can lead to 'mummy tracked'.
Coaching managers often comes down to three key lessons.
First, check your assumptions. Managers naturally view situations through their own experiences or biases, for instance, assuming someone asking for flexibility is less ambitious. Instead, pause and question these assumptions.
Second, ask and actively listen. Open, honest communication is the simplest yet most overlooked tool in effective management.
Finally, remember that everyone is an individual. There’s no single “right” way to balance work and home life. What works for one person may not suit another.
By focusing on these three principles - don’t assume, ask, and respect individuality, managers can build trust, empower their teams, and truly support long-term success.
Also, check out this article on tips for getting it right when managing working parents.
