Latest / The Internal Move Podcast with Fexingo: Lateral Roles, Internal Transfers, and Staying at Your Company / How an Internal Transfer Can Ease Your Return From Parental Leave
Transcript
- Lucas: You know, there's a statistic that's been sticking with me from a survey by Moms First. It found that more than 40 percent of women who take maternity leave seriously consider leaving their company within a year. Luna: That's a staggering number. And it's not just women—I've seen dads face the same struggle after paternity leave. Lucas: Exactly. And the common assumption is they want to stay home. But the survey says the top reason is that their old role no longer fits their new life. The hours, the travel, the pressure. Luna: So instead of quitting, an internal transfer could be the reset button. Same company, different role that matches your new priorities. Lucas: Right. I spoke with a marketing manager—let's call her Sarah—at a large tech firm. She came back from maternity leave and her old role demanded client dinners and last-minute travel. She loved the company but couldn't do that anymore. Luna: So what did she do? She applied for an internal transfer to a strategy role that was project-based, with a set schedule. Lucas: Yes. And she told me the key was timing. She started the conversation three months before her return. She didn't wait until she was back at her desk, overwhelmed. Luna: That's smart. Because once you're back, it's harder to step back and have that conversation. You're already in the thick of it. Lucas: She also did her homework. She looked at the internal job board, identified three roles that fit her skill set and her new availability. Then she approached her manager with a proposal, not a complaint. Luna: How did her manager react? I imagine some managers might feel like you're abandoning your old responsibilities. Lucas: Her manager was actually supportive. Because Sarah framed it as a retention move: 'I want to stay at this company, but I need a role that works for my life now. Help me find that.' And the company had a formal internal mobility policy. Luna: That's a great point. Many companies now have return to work programs or internal transfer guidelines specifically for new parents. Lucas: And the numbers back it up. A study by Korn Ferry found that internal transfers for returning parents boost retention by 30 percent. It's a win-win. Luna: But what about the fear of being 'mommy-tracked'—that you'll get shunted into a less visible role and never advance? Lucas: That's a real fear. Sarah told me she was worried about that too. But she chose a role that was still high-visibility, just lower travel. And within a year, she got promoted within her new team. Luna: So the transfer actually accelerated her career, not stalled it. Lucas: Right. The key is to pick a role that aligns with your long-term goals, not just a lateral move to a less demanding position. You want a reset, not a demotion. Luna: And you need to be willing to have that honest conversation with yourself about what you really want. That takes courage. Lucas: It does. And I want to pause here for a moment. You know, this show is possible because a small group of listeners chip in each month through buy me a coffee dot com slash fexingo. It keeps us completely ad-free and independent. Luna: Yeah, it's a quiet community, but it makes a huge difference. If you've found value in episodes like this, consider joining them. Lucas: No pressure—just a way to keep this kind of practical career content going. Now, back to Sarah. One thing she did that I think is crucial: she asked for a mentor on the new team before she even moved. Luna: That's a great tactic. It helps you hit the ground running and shows you're serious about making the transition work. Lucas: Exactly. She also negotiated a flexible start: two weeks of part-time before full-time. That eased the shock. Luna: So what's your takeaway for listeners who are about to return from leave and thinking about an internal transfer? Lucas: Start early. Look at the internal job board before you come back. Talk to your manager about your needs—frame it as a commitment to the company. And find a role that fires you up, not just one that's easier. Luna: And if your company doesn't have a formal internal mobility policy, you can still make the case. It's about showing how your skills transfer and how the new role benefits both sides. Lucas: Right. And if you're a manager listening, consider how you can support returning parents. The investment in a transfer pays off in loyalty and productivity. Luna: One last thing: Sarah told me that the transfer gave her a sense of control. She felt like she was shaping her career, not just reacting to motherhood. Lucas: That's the real power of an internal transfer. It let her stay with a company she loved, but on her own terms. And that's a gift for any stage of life. Luna: So if you're coming back from leave, consider it. You don't have to leave to get a fresh start. Lucas: Exactly. Thanks for listening—and if you want more episodes like this, you know where to find us.