Why you need to create a return-to-work induction

The reasons for taking a break from work can be varied. It could be for parental leave, bereavement, ill health or a sabbatical. Regardless of the need for the break, the emotions the return creates are universal. Often when we are planning to return, we think about the time you need to liaise with HR or your Manager, but have you considered what you need once you are “back in the office”? Today, I want to remind you about the importance of taking ownership of your return-to-work induction.

 

You may have come across the concept of an induction when you started your role. A chance to provide the “lay of the land” and the must-know bits of information, from the intranet password to the holiday policy. However, this introduction to the work is just as important when you have been away. And what makes this special it’s not just about what you need to be told, it’s what you NEED to know too!

 

 

Coming back to a role and an organisation that feels familiar, when your life experiences have changed you beyond recognition, can feel overwhelming. Furthermore, it can be harder to ask for assistance, confirmation or updates, when there is the expectation that you have all the information and history at the tips of your “cognitive fingertips”. That is where the Return-to-Work induction comes in. It’s an essential process to get you up to speed with everything that’s been happening in your absence and help your smooth transition back into your role.

 

This induction plan covers everything from role-specific updates to work-life balance needs. But it is from YOUR perspective! Let’s take a closer look at each of these areas.

 

What are the role-specific updates?

The first thing you need to know is the status of the work that was covered while you were off. Ideally, this should be a meeting not only with your manager but also with the person who covered your job. If there was a handover document created before your leave, this is a great tool to use as a template for updates on the progress and decisions made. It’s important to not only meet with your manager but also with those around you who were contacts and colleagues in the role. Start by asking “What do I need to know?” and “How have things progressed with x, y, or z?”

 

What is the organisational strategy?

Find out if there have been any changes to the organisation’s strategy and how it affects your team and role. Were you aware of any changes on the horizon before you left? Have these happened?

 

Who works here now?

Check for any key staffing changes that have taken place in your absence. How does this impact your role? Are there any upcoming opportunities you would be interested in?

 

What is the financial situation?

If there have been any changes that change your role, budgets, resources, or timescales, find out about them. If you are an organisation that bids for or relies on grant funding, are there any updates on ongoing proposals? If your role includes budget responsibilities, what does this look like?

 

Have any policies or processes been updated?

Have there been any changes in how things are running? This includes operational changes such as IT and approvals, as well as higher-level HR elements within the organisation. This is particularly important if you need to request any changes in your working pattern.

 

What training and opportunities do you want?

Do you need updates on anything, technology, processes, or procedures? Or are there areas of your role where you need professional updates or development? If you’ve been away for a long period, you may need to refresh some skills, which can be done through shadowing or something more formal. Also, consider your professional development and what you want to achieve next.

 

What is your ideal work-life balance?

It’s important to prioritize your well-being and see how it can be supported. Depending on the reason for your leave, you may already have occupational health support, but it’s always a good idea to see if there’s anything additional that can support your well-being.

 

As you transition back into your role, consider using this framework as part of your regular meetings. This can help build your confidence and discuss your work-life balance needs. Remember to ask questions that start with “What? Where? When? Why? How?” to get more information.

 

Finally, make sure you’re aware of internal and external support that you can be signposted to for elements that are outside of your sphere of influence. National organisations that support the well-being of individuals, families, and parents can be found here

 

If you are due to return to work soon, then start planning the information, conversations and integrations you will need to make your transition back into work as smooth as possible. If you can, send this blog to your manager and colleagues, and work collaboratively to create an induction plan that supports your well-being and success back in your role.

 

You can find a whole host of articles on returning to work – for individuals and managers – right here!