The pandemic has changed so much in the world of work. At the beginning of 2020, many organizations moved to fully remote workplaces, and we now regard that as entirely normal. Now, as you may be considering in-office or hybrid workspaces, it’s important to reflect on the experience of your new hires over the last two years because their feedback now brings data that will inform your practices in talent acquisition and retention moving forward.
Did you do a great job of onboarding, or was it lackluster or non-existent? This could be a great time to reboard some of your employees. Reboarding is the opportunity to refresh your employees on who you are as a culture, how you add value to your clients and how to “get it done” in our new hybrid world.
Define Your Schedule
The first thing to consider is your timeframe. Knowing what you want to accomplish within your schedule will inform how you plan your reboarding program. There’s no hard and fast rule about how long it needs to take, but always keep in mind the importance of time and its impact on your team’s productivity.
Set and Meet Expectations
To get the most out of reboarding, make sure you set your expectations upfront. Are you welcoming new team members to a virtual space? Are employees returning to the office after time away? Let everyone know what to expect so they can prepare and feel confident as a part of the process.
Update Management Practices
During the reboarding process, it’s essential to start from the top down. For example, you may plan to bring your team back into the office after being fully remote. In that case, you’ll first need to review expectations and metrics by role and review with your management team. This up-front work can be aligned with your reboarding activities to increase productivity and accelerate the adjustment from remote work.
Understand Client Expectations
Reboarding is also a time to reacquaint your team with your client base. Reevaluate your client expectations and communicate this clearly to your team. This is a great opportunity to engage with clients and reboard THEM by asking “what is your preferred method of working with us – in person, via video, or both? It’s an excellent opportunity to refocus and make sure everyone is on board with your organizational goals and current client expectations.
Review Workplace Culture
Like onboarding, the most crucial element of reboarding is to reinforce the company culture. Studies show that onboarding programs help improve retention by providing an understanding not only of the job duties but also of the environment and company culture. It allows people and teams to feel a sense of belonging.
Whether you’re bringing new team members onboard or reboarding your current staff, it pays to have a partner like Sigred Solutions. We can help. We connect great employers with amazing talent and stay to support your success. Contact us to learn more today.