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., may have specific benefit preferences, and meeting these preferences will likely help retain them (Balkin and Bannister 1993).

.;3A : Action Plan – meet with your new parent employee to actively decide on and document a leave plan that will serve as a reference throughout the three phases of transition; recognize contingency plans and revisions may be necessary to ensure the plan stays relevant and useful for all.;4A : Acknowledge Transition to Parenthood – as the leave date approaches, mark the occasion in a meaningful way; your visible and authentic support is critical to encourage their return — by letting them know they are an integral team member who will be missed, you are planting the seeds for their sustainable and successful retention.