What is reboarding (or re-onboarding)?

Reboarding is the process of reintroducing employees to a company or role after a period of absence, such as extended leave, sabbatical, or rehire. It involves updating them on new policies, technologies, and any changes within the organization to ensure a smooth transition back into their position.

What is the purpose of reboarding?

The primary purpose of reboarding is to reintegrate employees who have been away from the organization, ensuring they are up-to-date with any changes and can quickly become productive members of the team again.

This process helps to minimize disruption, maintain productivity, and support employee engagement and satisfaction.

What are the key components of an effective reboarding program?

An effective reboarding program should include:

• A welcome back meeting or orientation
• Updates on company policies and procedures
• Training on new technologies or tools
• An introduction to any changes in team structure or roles
• A review of the employee's job responsibilities and expectations
• Opportunities for the returning employee to ask questions and provide feedback

Think of reboarding as targeted employee onboarding. While reboarding is mainly for existing employees, onboarding is the first step to introducing new employees to your organization. It is implemented to ensure employees are guided through your company's policy, compliance, workplace culture and establish connections between new and existing employees.

What are the goals of successful reboarding?

• Motivate, excite, and improve productivity
• Reinforce a sense of community
• Realign employees with organization vision, mission, values, and culture
• Make employees feel comfortable and safe‍

Why is reboarding essential now?

As HR manager, it's your job to implement business continuity plans, modify internal processes and procedures, and ensure a smooth transition to remote/hybrid working. This includes reboarding your employees in the best way possible. The top reasons to re-onboard your employees are:

Increases productivity

Updating your employees immediately after their return enables them to settle quickly and return to work. In addition, offering clarity about their position and expectations helps them focus and deliver on the tasks ahead of them.

Extends emotional support

Reboarding encourages employees to feel engaged, welcomed, and reconnected to your organization. As we shift back to work from the office, employees might feel uncomfortable reconnecting with their colleagues after a long period. A reboarding process offers much-needed emotional support to your new and existing employees.

Eases anxiety

Returning employees will have several questions or concerns like

• "what happens to my contract?".
• "Are there any new changes to my role?"

A structured reboarding plan clarifies small details and eliminates any stress from employees.

How can organizations reboard people who were absent for a while?

Prepare relevant material and resources

Your employees might have various questions about the organization's path and your expectations. Therefore, you can prepare valuable materials, including reboarding FAQ documents alongside opening communication channels to answer any questions they might have.

Communicate what's changed

Try to convey essential information to the employees on the potential impact of their absence on the organization. Communicate any changes that occurred during the break period, including new hires, departures, organizational structure changes, cost savings, and more. Notably, communication will reassure employees that they are valued, contributing to their overall productivity.

Send a pre-reboarding email

Send an email to the returning employees before they report. The email should have all the details to ensure they have everything they need to get started.

Be aware: Having been gone for a while and noticing that things have also somehow worked out without you, can cause insecurity. Make sure to emphasize your re-joiners prior contributions. Show them you care. Show them your team is glad that they're back.

What are some common mistakes to avoid when reboarding people into your organization?

• Failure to reboard internal hires
• Having a short term reboarding plan
• Delayed reboarding
• Lack of reboarding process evaluation
• Lack of feedback loop

What are some best practices for reboarding?

• Provide training resources
• Involve employees
• Observe constant communications
• Focus on employee feedback
• Stick to Government health guidelines
• Share organization targets and objectives

How can managers support employees during the reboarding process?

Managers can support employees during the reboarding process by:

• Scheduling regular check-ins to discuss progress and address any concerns
• Providing clear and consistent communication about expectations and changes
• Offering additional training or resources as needed
• Creating opportunities for returning employees to reconnect with their team members
• Encouraging a supportive and welcoming team environment

Reboarding made easy, with Deel Engage

Reboarding is not a one-time activity. Organizations should understand reboarding is a gradual process that needs careful planning and implementation. Re-boarding is emerging as a critical part of the employee journey, although most organizations often overlook it.

If you are keen on what a reboarding solution can impact your organization, you can focus on third-party solutions.

Deel Engage is the easiest way to foster performance, culture, and well-being. Whether your team is remote, hybrid, or in-office, you can handle the onboarding and reboarding or create a unique hybrid work environment through our solutions.

Learn more about Deel Engage now.