Familie & Karriere – Von Lose-Lose-Lose zu Win-Win-Win

Praxis-Insights:

Nerice Gietel ist Gründerin von The Career Lounge in Hongkong und zertifizierte Executive Coach. Sie begleitet seit über 15 Jahren Fach- und Führungskräfte weltweit bei beruflichen Übergängen – mit einem besonderen Fokus auf Wiedereinstieg und Parental Transition. Hier ihre Insights: 

You’ve worked with companies in Europe and Asia. What differences do you see regarding parental transition? Do you know of a best practice you’d like to highlight?

Parental transition support varies greatly across Europe and Asia, reflecting differences in government policies, workplace cultures, and societal attitudes. I’ve seen significant policy changes in Hong Kong SAR in recent years. For example, Maternity leave has been extended from 10 weeks to 14 weeks. This change has already yielded measurable benefits, such as a reported decrease in postpartum depression rates.

At the corporate level, there’s a wide range in how organizations approach parental transition. For example, some law firms in Hong Kong offer maternity or parental coaching programs, but the adoption and success of these initiatives depend heavily on the company culture. On the other hand, various organizations still provide minimal or no support, leaving parents to navigate transitions largely on their own.

One standout example of best practice comes from Japan. A company called Itochu has introduced early working hours and effectively banned work between 10 PM and 5 AM. Employees are required to log off entirely during this period, encouraging healthier work habits and enabling better work-life balance. This approach has been particularly effective in countries like South Korea as well, showing how tailored strategies can address specific regional challenges.

NB: There are also specific contextual factors that shape expectations of employers. For example, in Hong Kong, there is an underlying belief that parental support is not as necessary because a large proportion of the middle- to high-income working population can afford to employ at least one full-time live-in domestic worker.

Well-supported parental transition coaching reduces turnover, fosters engagement, and relieves managers. In your experience, which arguments resonate most with decision-makers who often focus on numbers and ROI?

The argument that resonates most with decision-makers is tied to the cost and competitiveness of talent retention. In today’s market, attracting and training employees is a significant investment. Losing experienced staff—particularly those who have been developed over years—represents a considerable loss, both financially and strategically.

This issue is especially critical in parts of Asia where aging populations and low migration rates limit the talent pool. Companies can’t simply rely on external recruitment to fill gaps. Retaining existing talent becomes a strategic imperative, and robust parental transition programs can be a key differentiator in winning the “war for talent.”

What role do HR business partners and direct managers play in a successful transition process?

While HR business partners are important, direct line managers play an even more crucial role in ensuring successful parental transitions. Managers are the ones who shape the daily experiences of employees, and their attitudes and actions can significantly influence how supported parents feel.

Even the most progressive policies—such as extended paid leave or flexible working arrangements—can fall short if the team culture, led by a manager, doesn’t align. For example, if a manager creates an environment where parents feel judged or disadvantaged for taking their entitled leave, those policies lose their impact. Similarly, if there’s an unspoken expectation for parents to perform at the same level as colleagues who aren’t undergoing a transition, it can erode trust and confidence.

Organizations must equip managers with the tools and training to foster inclusive, empathetic team cultures. This ensures that policies are not just on paper but are truly effective in practice.

As an expatriate, you’ve personally experienced career breaks and new beginnings. Which invisible barriers within organizations do you see as particularly challenging for parents?

One significant barrier is the perception of career breaks within organizations. While return-to-work programs are often designed to support parents re-entering the workforce, they can carry unhelpful biases.

Many parents I’ve supported have shared that these programs sometimes feel patronizing. Worse, employees who come through these pathways are often perceived as less capable or less serious than their peers. In some cases, they are viewed as having lower status than even fresh graduates or interns.

This bias can undermine the success of these programs. For organizations to truly benefit from initiatives like return-to-work programs, they need to address these stereotypes and normalize career breaks as a natural part of a diverse workforce.

Looking ahead: How do you think top talents’ expectations toward employers regarding parental leave, re-entry, and career development will evolve – and what does this mean for companies’ competitiveness?

Expectations are evolving rapidly, and this will continue to shape the labor market. In several countries in Asia, more people are choosing to remain ‘child-free’. For those who do, their expectations around parental leave, re-entry, and career progression will be higher than ever, I think.

Even among younger generations who aren’t yet considering parenthood, work-life balance is a critical factor in choosing an employer. Many students or early-career professionals I work with actively seek out companies that prioritize flexibility, well-being, and balance. These priorities will only grow stronger as they progress in their careers.

For companies, this shift means that supporting parental transitions isn’t just a “nice-to-have” but a competitive necessity. To attract and retain top talent, organizations need to offer not only comprehensive policies but also a supportive culture where parents can thrive both at work and at home. Those that fail to meet these expectations risk falling behind in the competition for the best talent.

Empfehlungen für die Praxis: von Lose–Lose–Lose zu Win–Win–Win

1. Fünf Bausteine für erfolgreiche Parental Transition

1. Parental Transition Coaching
   Zielklärung und Erwartungsmanagement, Vorbereitung auf neue Rollen, Know-how sichern, Rückkehr stärken – auf Wunsch unterstützt durch AI Personal Agents.
2. Führungskräfte & HR-Befähigung
   Kompakte Trainings und Sparring für Führungskräfte sowie HR Business Partner – mit klaren Leitfäden für Gespräche vor/während/nach der Elternzeit und spürbarer Wirkung im Team.
3. Leave- & Return-Prozesse
   Klare, schlanke Abläufe vom Announcement bis zum Reboarding: Checklisten, Timelines, Verantwortlichkeiten – für Transparenz, Verlässlichkeit und Compliance.
4. Strukturen & flexible Modelle
   Flexible Arbeitszeit-, Arbeitsort- und Führungsmodelle (Teilzeit, Jobsharing/Shared Leadership, Hybrid, Phasenmodelle) für sichere und schnellere Rückkehr – inkl. Übergabe- und Schnittstellenlogik.
5. Soziale Verbindung & Zugehörigkeit
   Geplante Kontaktpunkte während der Abwesenheit (Buddy/Community-Formate) und Netzwerkangebote, die Bindung, Karrierepfade und Retention sichern.

2. Drei Fragen, die Führungskräfte morgen stellen können

1. Wer sind unsere 10 kritischsten Rückkehrer:innen der nächsten 6–12
   Monate?

2. Welche drei Risiken oder Chancen bestehen jeweils – und wer koordiniert
   den Übergang?

3. Und schließlich: Welche zwei strukturierten Schritte bringen das
   Unternehmen sofort voran?

3. Unser Mehrwert als externer Partner

• Neutraler Raum für sensible Themen wie Rollenidentität & Mental Load.

• Spezialisierte Expertise: Entlastung interner Ressourcen in kritischen Phasen.

• Messbare Wirkung: Erhöhte Retention, Schnellere Time-to-Productivity, Manager-NPS, Beförderungen nach Return.

• Sicher & skalierbar: DSGVO-konformes Setup, Betriebsratseinbindung, Roll-out nach Pilot mit Playbook und Multiplikatoren-Training.

Weil Beziehungen Türen öffnen: Drei kuratierte Events für unsere Community

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