Reboarding
Reboarding plays a crucial role in easing an employee's transition back to work after an extended period away.
Effective reboarding is essential for rebuilding employee engagement and productivity, as well as integrating them back into the company culture. This process is part of an overall strategy to retain talent and maintain a strong employer brand.
See also: Crossboarding | Offboarding | Onboarding | Preboarding
What is reboarding?
Reboarding is the process of reintegrating employees returning to the workplace after an extended period of absence, such as maternity, leave or long-term illness. It can also involve employees transitioning to a new role within the company.
The purpose of reboarding
The purpose of reboarding is to ensure that employees quickly feel at home again, are updated on the current state of the company and procedures, and can resume their work with renewed commitment and productivity.
- Benefits and advantages
Why reboarding is important
Reboarding is essential to ensure that employees returning after an extended period of absence feel welcome and can quickly resume their work effectively. Here are some key benefits of good reboarding:
- Increases employee satisfaction and retention: By ensuring an easy transition back to work, employees feel valued and supported.
- Rebuild engagement and productivity: Updates employees on new procedures and changes, helping them get productive again quickly.
- Reduces return-to-work stress: Provides employees with the support and information they need, reducing the uncertainty and stress of returning to the workplace.
Reboarding after maternity leave
Maternity reboarding is a particularly important process to ensure that employees returning after an extended period of maternity leave feel welcome and ready to resume work. Here are some key aspects of reboarding after maternity leave:
- Rebuilding professional skills: After a long break, uncertainty can arise. Offer targeted training and updates on new tools or processes.
- Balancing work and family: You can offer flexible working hours and home working options to ease the transition.
- Tips and tricks
Checklist for effective reboarding
1. Changes in the business
Inform the employee about important changes that have occurred during their absence. This could be new procedures, rules or structural changes so they can quickly adapt to the "new" workplace.
2. Re-introduction to company culture
Make the returning employee feel welcome by reintroducing them to the company culture and colleagues. As in the preboarding phase, it's a good idea to invite the returning colleague to a planned social event if one has been arranged before their planned return.
3. Provide access to necessary systems and tools
Make sure the employee has access to all necessary IT systems and programs. Are there up-to-date login details, access to relevant software and any new systems that have been implemented during their absence?
4. Send the plans for the first day
Sending a detailed plan for the first day gives employees clarity and prepares them for what to expect, reducing uncertainty and increasing confidence.
5. Organize a nice joint event
A communal breakfast or similar event on the first day can create a warm welcome and rebuild social bonds, promoting a positive and supportive work atmosphere.
- FAQ
Frequently asked questions about reboarding
Onboarding is the process of introducing new employees to the company, while reboarding is about reintegrating existing employees after a long period of absence.
Reboarding can vary depending on the employee's period of absence and changes in the company, but it can take from a few days to several weeks.
Success can be measured through employee feedback, their engagement and productivity after reboarding, as well as reduced stress and improved team integration.
Management can support reboarding by offering clear lines of communication, assigning a mentor or buddy, and regular check-ins to address any concerns and provide support.