Wondering about New Moms on Your Team?
It was my first day back in the office, and I had watched other moms I led go through this season numerous times. With those observations and lessons, I decided to have a meeting with my leader at the time to foreshadow the uncertainty that I was feeling returning after a 12-week maternity leave.
I didn’t know what I would feel like being in the office every day, stopping every 2 hours to pump, missing my baby like crazy, or how about remembering how to lead my team. What if he got sick? What about the doctor appointments? Will people think I’m a slacker? What about that promotion, will I get passed up because they don’t think I’m as committed anymore? Some of these may resonate with you because you have been there. Maybe some of it you didn’t think of because you haven’t gotten to that season in life, or maybe you watched your direct report go through this and I just said some things that made you go, mmmm.
Wherever you fall in the scenarios, you will likely know someone, be the someone, or lead the someone that is a new mom in the workplace. I want to share some things that will make life easier for that amazing woman that just brought life into the world. Things that will help you support her, give her grace, be empathetic, and give her props because she deserves it.
Tips for Leading a New Mom in the Workplace
No, she isn’t a slacker: If she has to adjust her schedule, remember that she’s balancing work and baby life—one is not coming at the expense of the other.
Yes, the baby is sick again: Babies get sick a lot, especially in daycare, so it’s not a matter of "if" but "when." Offer flexibility, not frustration.
No, she can’t arrive before 9 a.m., and yes, she has to leave by 5 p.m: Respect the boundaries she needs to juggle her new priorities and still show up for work.
She’s still committed but has a higher priority now: This doesn’t mean she’s any less dedicated; she’s just pulled in a few more directions.
She’s not the same person: Motherhood changes things—sometimes profoundly. Appreciate her evolution instead of expecting her to pick up exactly where she left off.
Allow her space to grow into her new normal: Adjusting back to work takes time. Give her the room to navigate this transition without extra pressure.
Now, you know she has a greater mental load: She's juggling an invisible to-do list that just got a lot longer. This affects everything—give her some grace and keep her in the loop on what really matters.
No, she isn’t asking family to watch her new baby so she can work: Don’t even think of giving her this idea, first it’s none of your business. Childcare is often delicate and expensive. Assume she’s doing her best with what she has.
The baby is not an excuse: If she needs to work from home or step out for an appointment, it’s because her priorities are real, not because she’s avoiding work.
She may need a special accommodation; it’s 2025! Need an extra break to pump? A flexible schedule? Let’s make this a workplace that’s adaptable to people’s real lives.
No, she can’t come to the after-work event: But she’d still love to be included, even if her answer’s "no" this time. Stay connected.
Yes, she can and should still be promoted: Maternity isn’t a performance evaluation—it’s a life event. Recognize her value and advocate for her growth. Bringing life into the world shouldn’t hinder career growth, heck it should show you more of what she’s capable of.
If you’re a male leader, check your EQ or ask a woman fam: Be open to perspectives you might not fully understand and don’t be afraid to get insights from women in your life or workplace.
New moms in the workplace deserve our respect, compassion, and understanding. When you lead with this mindset, you’ll make her transition easier and build a more inclusive, high-performing team.
