Ambition & Maternity: Why managers (not just policy) decide whether parents thrive

Policy vs real support

Across workplaces we spend time and budget building parental policies. Those policies matter - but they’re not the thing that determines whether a parent’s return becomes a career moment or a career speed bump. Managers do.

Why this matters: policies are static; managers are the daily experience. The difference between a thoughtful re-entry and a messy restart often comes down to a single person who shows up weekly: the manager.

The role of re-onboarding

71% of returners report they didn’t get a sufficient re-onboarding plan. (Source)
Why it matters: without a plan, people spend weeks catching up instead of contributing - and that drain costs teams time, momentum, and morale.

Impact of a manager

Employees with a supportive, well-equipped manager are 2.5x more likely to report a positive parental-leave experience. (Source)
Why it matters: manager behavior isn’t a “nice to have.” It’s the single biggest multiplier for retention and re-engagement.

Current Situation

Many employers still lack a formal return-to-work process or manager training - even when leave is generously funded. (Source)
Why it matters: spending on leave without investing in reboarding and manager enablement is leaving value on the table.

Why invest?

Reboarding works: organisations that treat re-entry like onboarding (structured plans, check-ins, and sponsorship) report faster ramp times and better post-leave performance. See McKinsey’s reboarding case studies. (Source)

The evidence base is growing: systematic reviews show returning parents face multidimensional stress (logistics, identity, workload) - so solutions must combine operational fixes with human support. (Source)

Takeaway

Policy opens the door. Managers decide whether people walk through it and keep moving forward. Small, consistent manager actions - pre-leave career conversation, updates on changes, clear 90 day return plan, and short, regular check ins - shift outcomes dramatically.

MVP focus & Pilot impact: why Kundra builds this way

Kundra’s core aim is simple: move managers from “I’ll have to figure it out as I go” to “I’ve got a plan.” Embedding a pre-leave career conversation, best practice handover guidelines, clear 90 day return plan, and short, regular check ins to track performance into the product drives immediate, measurable value: faster ramp, lower attrition risk, and a clearer signal that your company invests in leadership moments - not just benefits.

We’re onboarding 4 more companies this quarter, secure your spot.

Leverage best-practice workflows, coaching resources, and step-by-step guides today and unlock a 2.5× better leave experience (Source).

👉 Email theresa@kundra.ai to secure your pilot slot, or send me a quick LinkedIn DM for a chat: Theresa Gschwandtner

Let’s guarantee business continuity together.

Thank you for being here,

Theresa Gschwandtner

Founder, Kundra