Re-onboarding is an essential process for bringing staff back into the fold. Whether they've been away on leave, are returning to the office for the first time in potentially years or simply are preparing to transition into a new work model, it's crucial to ensure they feel welcome and ready to get to work.
But what goes into a re-onboarding plan and who in your organization could benefit the most from it?
Most organizations have some type of onboarding plan in place. New hires go through it, they get a feel for the culture, they learn the processes they need to be successful in their work, and then they’re sent off to get things done. While this has been the norm for years, the reality is the work landscape has changed drastically and continuously over the last few years.
From organizations transitioning to a fully-remote model after success with it during the pandemic to those asking staff to come back to the office, chances are the processes and policies they learned during that initial onboarding have likely changed.
So how is re-onboarding different?
“Re-onboarding is a separate program that reengages current employees and educates them on company updates (sometimes small, but always important) while also serving as a refresher,” says Aleksandra Sulimko in an article for Forbes.
That “refresher” component is crucial as it can mean many things for associations. In some instances, it can be as simple as re-learning internal processes your team is changing, but it can also include changes to legislation or regulations that directly impact the work your organization does.
Additionally, it’s an excellent opportunity to reintroduce organizational goals, make connections among staff and streamline processes among potentially dispersed staffers. This is why re-onboarding is less of a pandemic-focused strategy and more of a long-term solution for associations looking to keep their teams at their best.
When it comes to those significant policy changes for organizations, everyone in your association should know about them. But who else should you be thinking about when you start considering a re-onboarding program?
While re-onboarding can focus on how the “work” aspects of your organization are changing, it’s also an opportunity to address any cultural changes or ambitions as well. For example, if your organization has recently changed its goals or is looking to workshop its core values, re-onboarding can help introduce new perspectives and expectations from your staff.
So, if re-onboarding can help your association respond to the state of the workplace, then making a plan is the first place to start. Five of the points you should be looking to address include:
By focusing on your re-onboarding process, you’re setting your organization up for success. Not only can you help reduce staff turnover and improve productivity in your workplace, but you can also find areas of improvement that can make your workplace – wherever that may be – a better and more productive place.
Jose Triana joined the Sidecar team as the Content Manager in 2021. He is a writer and creative focused on helping purpose-driven organizations learn and find value online. When he isn't working on content, you can catch him going for a run or resting with a good book.
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