From Break to Business: Ensuring a Smooth Return to the Workplace
If you’ve ever taken a period of time out from work—whether for parental leave, sickness, or for grief—the process of returning can stir up a mixture of emotions. Can you still do the job? What if you don’t understand the new tech? Will there be an abundance of new processes to get your head around? What if you’re simply not ready?
Personally, I skipped into the office after both my maternity leaves—anything for a hot cup of tea and adult company! BUT, what I wasn’t prepared for was the significant change in myself and my priorities. I was a completely different human to before and this impacted so many parts of my work life, from my ability to work all hours (although I admit I stupidly still did), my relationships with my colleagues and my outlook on the world of work. Nothing had changed at work, but everything had changed within me.
Acknowledging change and preparing for something new—whether within yourself or the workplace—enables you to approach your return with clarity and focus. This leads to better results and a more positive experience for both parties. After transitioning from recruiter to career coach, I have reflected on what we can do better, both as employers and employees, to make the transition back into the workplace smoother. Here are some top-line examples:
Employee:
Set Realistic Expectations: Understand that readjusting takes time. Be patient with yourself and set small, achievable goals to gradually rebuild your confidence and competence.
Reach Out to Your Colleagues: Before heading back to the office, reach out to colleagues, your line manager, or the People team. Ask them what has changed and if there is anything you can do or read to better prepare yourself. Naturally, the more prepared you feel, the more confident you will be.
Use Your KIT Days: You have a choice—you can take them or leave them—but if you work in a fast-moving organisation, I highly recommend you utilise them if you can. Keeping a small toe in the water can reduce the impact of change when you return.
Understand the New You: Have you changed? What are your drivers now? Consider the new skills you have developed and any change in your perspective. It’s highly likely you have grown some new superpowers along the way—how can you bring these powers to the workplace?
Look After Yourself: Do not do what I did—overcompensate and work ridiculous hours to prove a point. It’ll only end in tears. Instead, set boundaries, implement self-care, and understand what the “new you” needs, to ensure you stay energised and productive.
Employer:
Implement Phased Return Plans: Offer flexible work arrangements such as phased returns, allowing employees to gradually increase their workload and hours. Slow and steady wins the race.
Partner Employees with External Coaches: Of course, I am an advocate! But genuinely, by providing your employee with a professional coach who can offer them personalised 1:1 support, guidance, and strategies which help them navigate their return and rebuild their confidence, you’re winning as an employer. Your cementing your place as a thoughtful employer, increasing employee retention and building a positive employer brand.
Internal Mentorship: Create and promote mentorship programs and peer support groups to ensure returning employees have a network of colleagues and mentors who can provide encouragement and practical assistance. Having someone to hand to ask questions they might feel uncomfortable asking their line manager takes a lot of pressure off the employee.
Structure Re-entry Plans: Communicate clear, achievable objectives and milestones with your employee to guide them back into their roles. Ensure they understand exactly what is expected of them and within what timeframe.
Regular Catch-ups: As People leaders, schedule a series of catch-up meetings with your returning employee. A call ahead of their return, a meeting on the day they come back, after their first week, month, and then again 2-3 months later. Not only do you provide your employee with the care and support of a rockstar employer, but this also serves as a fantastic opportunity to collect feedback and continue improving your RTW processes.
I love this subject area, and I am partnering with organisations to support their returning employees to ensure a smooth and positive transition for returning talent. If this is of interest to you and your organisation, please get in touch.