A Welcoming Return
Imagine you’ve been away from work for an extended period—whether it’s parental leave, medical leave, or even a sabbatical. After months of time away from the office, life has changed. New faces have joined the team, projects have shifted, and the company’s direction may have evolved. When you finally step back into the office, or log in from home, it feels like a completely different world. You’re excited to reconnect, but also a bit overwhelmed by all that you’ve missed.
This transition isn’t always smooth, and for many employees, it can feel like jumping into the deep end without a life raft. This is where the concept of re-boarding comes in—an approach that’s quickly gaining traction as companies recognize the importance of supporting employees during their transition back to work after a significant absence. When done well, re-boarding provides employees with the tools, resources, and support they need to ease the transition, promote emotional well-being, and set them up for long-term success.
The Challenges of Returning After a Break
Unlike onboarding, which focuses on introducing a new employee to the company’s culture, policies, and role, re-boarding is more targeted. The goal is to update employees on what has changed and re-establish their place in the team. This tailored approach can address any feelings of isolation, anxiety, or self-doubt that might arise after a long break.
When an employee returns from a break, the challenges go beyond just catching up on emails. The period of absence often leads to a profound emotional and professional shift, especially when the employee has been away for something such as parental leave, where their entire life priority has changed.
The Personal Side
For many, the transition back to work after parental leave is not just a logistical challenge—it’s emotional. Parents often return to work feeling a sense of guilt about leaving their child in daycare or with loved ones, especially after having spent months bonding and adjusting to the rhythms of family life. The emotional strain of juggling responsibilities at work and at home can be overwhelming. There are also practical challenges: daycare schedules, illnesses, the stress of missing milestones, and the challenge of finding childcare coverage when the unexpected happens.
It’s important to recognize that these shifts are deeply personal, and no amount of “catching up” on work can make up for the emotional toll that returning to work after such a life change can bring.
The Professional Side
On the other hand, the professional landscape has likely changed while the employee has been away. New colleagues may have joined the team, projects that were once familiar might have evolved, or the company’s strategic direction may have shifted. Employees might feel like they’re playing catch-up or that their seniority is now not what it used to be, all while trying to reconnect with old colleagues and learn about new initiatives.
This sense of disconnection can make returning to work feel disorienting. Without a clear path to reintegration, returning employees can feel overwhelmed, underprepared, and unsure of how to navigate the changes they’ve missed. And for many, the longer the absence, the steeper the curve to re-engage effectively.
The Outcome
The mental load of balancing the personal and professional shifts can quickly lead to stress, burnout, and disengagement. It’s no longer simply about getting back into the swing of things—it’s about managing an array of complex emotions, shifting priorities, and adjusting to a new reality both at home and at work.
For organizations, overlooking these emotional and practical challenges can lead to an employee feeling unsupported, isolated, or disconnected, ultimately affecting their job satisfaction and performance.
Why Re-boarding Works
Research shows that employees who return to work after an extended break and receive re-boarding support are more likely to feel engaged, productive, and satisfied in their roles. A study conducted by the Society for Human Resource Management (SHRM) found that organizations with re-boarding programs saw higher employee retention rates and better job satisfaction. This is because re-boarding gives employees the time they need to adjust to their new realities, while also empowering them with the knowledge and tools they need to succeed.
Creating A Re-boarding Plan
Every employee’s return is unique, so a one-size-fits-all approach to re-boarding likely won’t be effective. For example, an employee returning after a parental leave may need a different re-boarding experience than one returning from a sabbatical or a job transition within the company. Here’s how you can tailor the process to address the varied needs of your returning staff:
1. Understand the ‘Why’ and the ‘Who’
Begin by identifying why the employee is returning and what support they may need. Is it a new role? A return after parental leave? An employee returning from a sabbatical? The re-boarding process should be customized based on these factors. A new parent may need more flexibility and support with re-adjusting to a structured schedule, whereas an employee returning from a sabbatical may need a comprehensive update on company changes and new projects.
2. The What: Define the Goals
What do you want the employee to feel, learn, and accomplish during the re-boarding process? Some of the common goals include:
- Reconnecting with colleagues: Introducing the employee to new team members or updating them on any role changes in the team.
- Understanding changes: Providing them with updates on any business shifts, such as changes in policies, tools, or workflows. This may include briefings on what’s changed in the office dynamic or any new tools the company is using.
- Managing personal transitions: A new parent will be adjusting to life after baby, juggling childcare schedules and work demands. Offering support in the form of flexible work arrangements or additional paid time off for the first few months back can help ease this transition.
3. The How: A Step-by-Step Re-boarding Plan
Once you’ve identified the who and the what, it’s time to create a structured plan for re-boarding. The specifics of your plan will depend on your company’s culture and resources, but key elements should include:
- Personalized check-ins: Take time to meet with returning employees one-on-one to address any concerns or questions. This helps show empathy and ensures that they don’t feel overlooked.
- Informal “catch-up” meetings: Set up informal meetings with key team members and management to discuss updates, challenges, and upcoming projects. These discussions will help the employee feel more connected and informed.
- Provide training for new tools and processes: If there have been significant changes to the company’s systems or workflows, make sure the employee is trained on the new processes. For example, if your team has started using a new project management tool, allocate time for a walkthrough.
Creating a Culture of Support
The process of re-boarding emphasizes the return to work as more than just a checklist. In order to commit to supporting your employees as they return to work and reconnect with their teams, you must create a structured and supportive re-boarding process that is tailored to each individual. Helping your employees navigate through the personal and professional changes that will inevitably come with returning after a break, your team will be more engaged and productive, resulting in a company culture that emphasizes and values well-being and a healthier work-life balance.
As you look to implement a re-boarding process, remember: it’s about more than just getting employees back to work—it’s about offering support as they do so. The next time an employee returns from significant time away, make sure you have a plan in place to help them succeed.
References
Society for Human Resource Management (SHRM). (2020). The importance of re-boarding programs.
Pavlou, Christina. (2020). Reboarding in practice: How to reboard your employees successfully. https://www.efrontlearning.com/blog/2020/10/reboarding-in-practice-how-to-reboard-your-empl oyees-successfully.html
Pantelakis, Alexandros. (2024). What is reboarding and how it can boost retention rates.
https://resources.workable.com/hr-terms/what-is-reboarding#:~:text=The%20reintroduction%20 of%20employees%20to,effectively%20in%20a%20shorter%20timeframe.
