An employee's return to work after an absence can be challenging, both for the employee themselves and for managers and human resources. Whether the leave is related to an injury, bereavement, illness, mental health issue, burnout, or maternity leave, reintegration must be carefully planned to promote a smooth return that respects the needs of both the employee and the company. Here are some best practices to adopt to facilitate this process.
Understanding the realities of returning to work
The reasons for an absence are many and varied, as are the needs upon return, which can vary from one person to another. First, the employee can return full-time, part-time, or on a progressive schedule that allows them to regain their confidence and energy at their own pace. The return will obviously differ depending on the formula used.
It's also important to realize that during your absence, someone else may have temporarily filled your position, which may require an adjustment period. Additionally, it's not uncommon for employees to feel anxious or stressed about returning, and may have doubts about their abilities or concerns about the changes. It's important to be aware of these vulnerabilities and act sensitively to facilitate a smooth return.
Recognize the key role of managers and HR in preparation
The success of reintegration ideally begins before the big day. It is recommended that the manager schedule a call or meeting with the employee to clarify the terms of the return: hours, work location, planned tasks, etc. It is essential that the employee has concrete work to do upon their return, with a clear and appropriate schedule. It is also important to ensure that all necessary equipment is ready and that accommodations are in place.
It is also essential to discuss with the employee what information they wish to share with colleagues about their absence, in order to respect confidentiality and avoid misunderstandings. Finally, any training or support related to the evolution of the position must be anticipated to prevent shock upon returning to work.
Personalize adaptation measures for a better welcome
To ensure a smooth return, managers and HR can implement several adaptation measures tailored to the employee's specific needs:
- Flexible and progressive hours: allow a return to work part-time or with flexible hours to reduce fatigue and facilitate rehabilitation.
- Designing the work environment: adapting the office to promote comfort, if necessary (e.g.: improved lighting, ergonomic furniture, reduction of noise pollution).
- Task supervision: Organize close monitoring of tasks to alleviate pressure and ensure that the whole thing is not too heavy for the employee.
- Training or support: offer training or personalized support for mastering tools or new processes implemented during the absence.
Beyond these measures, it is necessary to maintain a certain flexibility and active listening in order to readjust the plan according to the employee's feedback and needs.
Provide ongoing support
The first day back is a crucial moment: the manager must welcome the employee warmly, either in person or virtually, to create a positive atmosphere. It's important to review the tasks to be completed and the schedule at the beginning of the day, as well as inform the employee of any new developments or significant events that have occurred during their absence.
In the weeks that follow, it is important to schedule regular, brief but frequent meetings to ensure the transition is going well, listen to any difficulties, address needs, and adjust accommodations. This proximity promotes open communication, reduces stress, and demonstrates that returning to work is a truly collaborative endeavor.
Promoting a successful return to work
An employee's return to work is a delicate process that requires preparation, listening, and adaptation. By understanding the specifics of each situation and introducing personalized measures, managers and HR departments play a vital role in facilitating reintegration.
Beyond practical arrangements, putting everything in place to ensure an employee's well-being upon returning to work is in itself a form of recognition. This shows the employee that we care about them, that we are there to support them regardless of life's ups and downs, and that the company values their contribution, even in the most fragile moments. This recognition helps strengthen the bond of trust, motivation, and a sense of belonging: key elements for a sustainable and positive return to work.
Pascale Hubert
Web Writer