Supporting employees returning to work is key to their confidence and success. Here’s how re-onboarding, upskilling, and mental health support can make their transition smoother.
Preparing new employees for the workplace has long been one of the most important aspects of any learning and development program. I’ve seen a huge uptake in the number of organizations investing in improving new starter onboarding experiences.
But what about those who have needed to take a pause during their career? Having just returned from maternity leave, the subject of how we support and empower employees who have taken time away from the workplace has been at the forefront of my mind. There are many reasons why people may need to take time away from the workplace including bereavement, extended sick leave, and parental leave.
So, how do we bring these individuals back into organizations efficiently and effectively so they feel confident and empowered quickly?
Returning to work after a period of absence can be daunting at any stage in your career. People who’ve taken extended leave have often done so because of a significant life event, where it is likely that work has not been at the forefront of their mind, however, their workplace has continued to drive forward and evolve. In the age of AI the pace of change in the workplace has really accelerated, so employers need to recognize not only the need for support but to assess what that support is and apply the right training.
So what does good look like for employees returning to the workplace? I think it’s time we all got more familiar with the concept of ‘re-onboarding’ employees and started to better recognize that there is, I think, a huge opportunity for employers to use the power of high-quality training to support those returning to work.
Employers need to recognize that support is needed in these times. And the person returning to work also needs to know that it’s okay to ask for and receive help!
Step away from anywhere for six months and I can guarantee that things will have changed.
Coming back to find more than a few new faces, but also new systems and updated product and service offerings, can be pretty overwhelming. You quickly become aware of how much there is to get up to speed on and potentially refresh yourself on what you knew before you stepped away. This is the perfect time to leverage online training in the weeks leading up to an individual’s return to work.
If we can help introduce flexible, quick modules to upskill employees quickly on new concepts, systems, and products either before their start date or as soon as they return, it’ll significantly reduce the fear of the unknown and help rebuild confidence and knowledge quickly. Something that can be done in bitesize sessions and repeated often in a safe space will help an individual reconnect with the workplace quickly.
Even more so, it gives the returner the chance to dictate their pace of learning and provides both the learner and their manager with a clear view of potential focus areas to ensure a smooth and efficient transition back into the workplace.
Probably most importantly, this type of training can enable someone to walk back into the workplace with confidence.
Nailing the technical aspects of returning to work is one thing, but ensuring the mental well-being of a returner needs to be a top priority. When there have been big changes in an organization, it can be easy for any professional returning to work to possibly feel less secure or confident in their role.
We should never assume how someone is feeling. Access to unbiased, confidential mental health support is critical in those early weeks and months back.
Providing employees and managers with access to comprehensive and practical mental health care can be a real source of comfort and security in the early days and beyond. Training like Attensi’s partnership with Onebright, who provide organizations with a range of professional mental health support is a fantastic example of this.
Managers welcoming their team members back into an organization will have their own set of re-onboarding priorities, including ensuring that the individual feels connected, engaged, and purposeful during their return.
Regardless of whether someone’s returning from parental leave, sickness, or bereavement, managers should be mindful of minimizing any overwhelming tasks in the first few days or weeks. A key theme here is clear communication and managing expectations.
A conscientious re-onboarding plan may look like providing the returner with remote and mobile system and product training ahead of their return to work – allowing them to prepare ahead of time. This can reduce the amount of brand-new information in those early days, especially if they’re meeting and getting to know new team members.
For some individuals, the return to work might not be as straightforward as originally expected.
Keep in mind that you may need to adapt your plan to changing needs and capacity depending on how your returner adjusts to life back in the workplace.
Reskilling and upskilling are a large part of the re-onboarding process. Managers should remember that their team members rarely start from scratch.
There should be a two-way conversation about areas for development. You can then provide relevant resources for your returner to get up to speed, rather than taking them through the entire onboarding process again from the beginning.
After you’ve identified these areas, you can work them into your plan and collaboratively create a timeline of expectations with your returner.
Managers should have an understanding of potential areas of concern or difficulty for those returning to work and should be comfortable discussing these with an individual.
While it’s impossible to fully understand someone else’s lived experiences, managers can at least equip themselves with certain techniques and strategies to connect with an individual coming back to work.
With proper training, clear communication, and patience, there’s no reason that the re-onboarding process can’t run smoothly. The ultimate objective is that the person coming back will slot back into the team and feel reasonable adjustments have been made to accommodate these big life changes.
Attensi specializes in immersive, interactive simulation training – focusing on real people and real skills. Upskill and re-onboard those returning to work without ever losing the human touch. Prepare both managers and returners to come back to work with knowledge, skill, and, most importantly, plenty of confidence.
To tap into how you can use remote or mobile training to improve your re-onboarding, book a demo with Attensi today.
Author Madeleine Porter UK Head of Speciality Retail | Attensi
