Reboarding

Power Tools and Tips for Workplace Leaders

A large portion of the population is experiencing a drastic change in their day-to-day life: the furloughed and remote workforce. These employees have had a very different experience for the past few months. After working from home for extended periods (or being off work entirely), going back to the job comes with new challenges.

Reboarding, the concept of reintroduction into the workplace is vital to easing through this transition as smoothly as possible.

BEFORE Coming Back To Work

Clearly Communicate Changes- If departments have merged, new team members were added, or new processes implemented, make sure to communicate those to your employees.

Offer Complete Transparency- To stop the cycle of confusion, it’s imperative that organizations offer complete transparency to their employees upon reboarding. Taking it week by week? Let your team know. Still determining the best steps to take? Share that out. Transparency will foster the relationship between employee and employer, leading to more trust than ever before.

Safe & Slow Reintroduction- Although many organizations are itching to open back up, it’s important to slowly and safely reintroduce your employees. Make sure any new safety procedures are clear and well-communicated in the days/weeks beforehand. Consider what options may be available for you. Temperature checks during arrival, extra sanitizing stations around your buildings, and reduced work hours may all help to prevent transmission.

UPON Coming Back To Work

Stagger Start Dates- This is vital to not only preventing the spread of disease further, but also for protecting the employees who do have to come in earlier. Employees that have been working remotely should continue to do so. Consider staggering your on-site employees’ start dates, beginning with a reduced workforce in each building.

Protect Your Employees in Every Way- Many organizations, especially manufacturing, may have limited ability for remote work, but other measures can be taken to protect your employees upon return. Staggering in-times or working in shifts, daily cleaning procedures, wearing a mask and gloves while on work property, and making sure work stations are at least 6 feet apart are all good practices.

Consider Mental Health- For many, this may be a traumatic event, the effects of which remain to be seen. Your employees can work to their highest potential only when their mental and emotional needs are met. Consider offering additional therapy options on your healthcare plan, or providing no-cost hotline numbers where your team can speak with licensed counselors.

Offer Increased PTO & Sick Leave- The 6+ weeks off work has left many Americans struggling financially. While it is public knowledge how COVID-19 spreads, often employees feel they truly can’t afford to take any time off work. Some experiencing symptoms like a low-grade fever may believe it to be something smaller like a cold, and do not tell anyone. It is critical that employers take no chances with the spread of the virus – employees should be given increased PTO and sick leave throughout this period to ensure no employees are forced to work with the virus during this time.

Offer Additional Recognition- Recognition increases employee morale, builds greater teams, and lifts the human spirit. While budgets may be tight, make sure you take the time to recognize your employees a little extra during this time. Remind them of their importance both on the job and off, and that you value them greatly.

Now that some states have begun releasing plans to allow certain businesses to reopen, ending statewide stay-at-home orders, companies are encountering unprecedented territory. Bringing furloughed employees to work will require employers to grapple with a host of challenges.

Return-to-work plans should vary based on local and state directives and factors like the nature of the workforce, geography, and industry—now is the time for employers to lay the groundwork for implementing specific return-to-work plans.

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