The Importance Of A Warm Welcome Through Employee Reboarding
Reboarding employees isn't talked about often enough, but it's just as important as onboarding. It's not uncommon for employees to need to have weeks or months off; extended vacations, parental leaves, sabbaticals, and mental health recharges are all valid reasons for people to step away. While they are off, though, work keeps on going. The teams take on new projects, company policies may change, new people enter the corporate family, and team dynamics shift. That's where employee reboarding activities come in. These help your returning employees return to their duties and get familiar with anything they missed, from new peers to new tasks and processes.
Reboarding employees is crucial because it makes them feel valued and supported. No one wants to come back to work after a few months away and be left on their own to figure out everything. By creating employee reboarding activities, you're showing them that they are valued and that your organization is ready and willing to provide them ample support. Reboarding also brings benefits to your company. It helps to keep your team productive, even during transitional times, instead of spending weeks or months catching up. Let's see how you can plan these employee reboarding activities and look at some ideas to get you started.
What Is Reboarding?
Reboarding, internal onboarding, or re-onboarding is a process that aims to reconnect employees to their roles after a period of absence. Through a series of activities, employees can transition back into their positions, catch up on policy changes, meet new team members, and review company policies and processes. Reboarding can be used for various employees within your organization, including those returning from maternity leave or a sabbatical, as well as those transitioning from remote to on-site work or undergoing an internal transfer. Whatever the case is, reboarding can be highly beneficial in enhancing productivity and job satisfaction by helping employees hone their knowledge and skills and renewing their sense of belonging in the organization.
Reboarding Vs. Onboarding: What's The Difference?
Despite sounding very similar, reboarding and onboarding are two distinct processes. First of all, onboarding, the most widely known out of the two, is intended for new hires and is a one-time process, although it can last up to a year. It involves all the typical steps associated with introducing an employee to their new organization, such as meeting colleagues, learning about the company values and culture, discussing their new role, and so on. On the other hand, reboarding can only be done for employees who are not new in the company and have already undergone the initial onboarding process. Moreover, it can be repeated multiple times, depending on the rate or severity of organizational or operational changes. During reboarding, employees get the opportunity to get reacquainted with overarching goals, colleagues, company policies, or adjustments to job expectations.
How To Plan Reboarding Activities
It's a good idea to start early when it comes to the reboarding process. Don't leave it until the last minute to figure out how to bring employees into the fold again. Give yourself more than a month to think of ideas, check out their schedules, and talk about your plans with the stakeholders. Most importantly, don't make any decisions before you take your returning employees' needs into consideration. Think of things like how long they were away, why, and what their position was. Not everyone left for the same reason; for instance, new mothers may have different preferences than someone who was on a sabbatical.
10 Effective Employee Reboarding Activities
1. Welcome Back Meeting
When people are away from their team for a while, some things seem strange and awkward upon their return. So, a welcome-back meeting is necessary to give them a sense of what's going on and help them acclimate. You can start the meeting with an icebreaker game, connecting your returning employees with the rest of the team. Then, give them time to meet with everyone or introduce themselves to the new additions. Lastly, don't forget to update them on anything they've missed, from projects to policies, and explain to them the next steps of the reboarding plan.
2. Check-Ins
Individualized attention is extremely important for your staffers who have been on extended leave. Things have changed around them, and they need a one-on-one to catch up on everything. This not only informs them about any updates but also shows them that you genuinely care about them. Plus, they have a chance to express their concerns and ideas in a more comfortable environment, not in front of the whole company.
3. Team-Building Events
The team spirit will need some rekindling after your employees return, whether they were on leave, on vacation, or working remotely. Organize team activities that will challenge them but also bring them together to cooperate and collectively problem-solve. Puzzles, scavenger hunts, escape rooms, trust exercises, games, and outdoor adventures promote collaboration, bring an element of fun, and, most importantly, create lasting memories to strengthen the bonds among colleagues.
4. Mentorship
What's a better way to adjust to work than a trusted coworker offering guidance? Mentorship programs not only help transfer knowledge in the workplace but also build trust among peers and create strong relationships. Returning employees will be happy to find that they have someone they can turn to for advice, help, and questions. This also creates a learning culture in the company, where every form of knowledge-gaining is valuable and necessary for your staffers' growth.
5. Training
Speaking of learning, people coming back to work will need to refresh their skills or learn new ones. In the first case, the lessons don't have to be long; just quick courses will bring them up to speed with the latest trends in their field. When it comes to learning new things, though, don't rush it. Ensure they have a clear schedule in order to focus on training. After all, once they finish, they can contribute again and be even more productive.
6. Social Events
From a simple chat over coffee in the breakroom to a company retreat, social events can do wonders for bringing the team together. But how will you make sure that these events are both inclusive and fun? You can try out different types and see what works for your people. For example, encourage people from different teams to come together and network, organize theme parties with costumes and food, take your employees on a holiday retreat for the weekend, join classes with them to try new hobbies, do sports, or even volunteer. The simplest action can have a great impact on their morale.
7. Recognition
Imagine someone returning to work after being away for some time and finding that their contributions are still recognized and appreciated. It's important to remind returning employees that their work doesn't go unnoticed despite not being present and that they're still valued. You can organize a small award ceremony with personalized trophies for their work or acknowledge them publicly, if they feel comfortable with that, through a social media post or an announcement on the company's website.
8. Small Gifts
Your returning employees will be delighted to go back to their desks and find a little package waiting for them. You can craft a little care package for them, tailored to their needs and interests. For example, if they're back from parental leave, you can give them a congratulatory gift. If they're back from sick leave, you can offer them a heartwarming message accompanied by something cozy that will help them rest. It's not about what you get them; it's the thought that truly counts.
9. Wellness Activities
Your workplace's embrace of wellness is going to have a positive impact on employees, especially those returning from leave who are already stressed about what's coming. More and more companies are realizing that nothing compares to a calm and relaxing work environment and that nothing kills productivity more than stress and burnout. You can try dedicating some time each month to wellness activities like yoga, meditation, workouts, therapy sessions, and nutrition tips.
10. Feedback Sessions
The last thing to do before letting them ease into the new normal is to ask for feedback. You must check in with them and find out what they think about the reboarding experience, what their feelings are about coming back to work, and what you can do to help them further. This way, you're not only collecting data that will make the company better and more responsive, but you're also showing your people that their opinions and feelings matter.
Common Challenges When Reboarding Employees
Cultural Reacclimation
One of the biggest hurdles when reboarding employees is cultural reacclimation. This means trying to fill the returning staffers in about what they missed while away. It's normal for them to have a cultural shock. If they've been away for a while, they might find that the company culture has undergone a complete transformation. Maybe the dress code is more casual now, or there's a new method of communication. Whatever it is, adjusting to these shifts is not easy. It's like starting a new job all over again, except everyone else already knows what you don't. Similarly, they may find new workplace norms like remote or hybrid work. This has its own rules and can be challenging if they're used to working from the office.
Skill Gaps
It's not unusual for returning employees to come into the office and find out that their trusty software is now outdated, for instance. The company may have implemented the latest tech while they were gone, and now they have to learn these new tools as soon as possible. The same applies for their skills. Their job role may have changed, meaning the skills they had are not exactly relevant anymore. So, they need to juggle new responsibilities and learn a whole new skillset. Then, there's also the challenge of catching up with organizational developments. New policies, restructured teams, and industry trends may overwhelm the ones who just came back.
Employee Engagement
When staffers are away for a long time, employee engagement and motivation can seriously decrease. Think about it: someone may have been traveling a lot or just become a parent. Coming back into the office means leaving behind their carefree days or their new bundle of joy, so it's normal for them not to feel excited. So, you need to balance re-engaging them without overwhelming them. The employee onboarding experience should be smooth, as you don't want to throw everything on them all at once. Plus, you also need to consider that their career goals may have changed while away. In that case, you must also align reboarding with their new aspirations to keep them motivated.
Logistical Issues
Workplaces usually require us to change our credentials every once in a while. Returning employees face the challenge of outdated passwords and system access. As a result, they need to prepare themselves for emails to the IT department and not being able to use their tools and databases until it's sorted. For those working in an office, there's the issue of workspace assignments, too. Their old desk may have been given to someone else or, worse, turned into a storage area. Thus, returning employees often feel the stress of getting their place back. Let's not forget about new projects, either. While they were away, everything kept moving on, and now they need to catch up. And, of course, all of this takes time and resources. This is why effective reboarding isn't just a checklist; it requires planning, support, and a bit of patience from everyone involved.
How To Overcome Challenges
Personalized Reboarding Programs
Customized reboarding experiences are a must. Since each employee's absence is unique, so should their reboarding. Some might need a quick course on the latest tech tools, while others might need to get familiar with the new policies. Addressing their individual needs and filling their knowledge gaps can solve most of the above-mentioned challenges. If they see that you genuinely care about their return, they'll be more invested in the process.
Communication
You need to communicate new expectations and changes with your returning employees. They must know everything from hybrid work policies to new software. To do that, encourage open dialogue. Communicate the changes and then ask your staffers to speak up about how they find everything. And don't forget to involve your employees in the decision-making process. When employees have a say in how they reboard, they're more likely to succeed in the whole process. This not only smoothens the reboarding experience but also boosts morale and engagement.
Inclusion
The key to overcoming reboarding obstacles is making returning employees feel like they never left. First off, fostering an inclusive environment is nonnegotiable. Your workplace should be welcoming to everyone, celebrating their diverse experiences and perspectives. When reboarding employees, acknowledge what they've been through and where they're coming from. Whether someone's returning from parental leave, a sabbatical, or remote work, this reflects on how they are now. To build a supportive community, consider team-building activities that actually bring people together, like escape rooms, volunteer days, or outdoor retreats.
Conclusion
The above employee reboarding activities will help you get started, but it's up to you to decide what's best for your organization and your returning employees' requirements. Consider your company's needs, like goals, resources, and values, when you devise your action plan. Remember that the ultimate objective is to set your staff up for long-term success.
