The most common reason for leaving a job is finding a better one. However, there are situations when an employee gets back to their old workplace after some time. Such employees need support when reintegrating into “the new normal”, which involves conducting a process known as reboarding. In today’s post, we will explain what reboarding is and provide tips on how to successfully reintroduce employees to the company. Read on.

What is reboarding – table of contents:

What is reboarding?

Reboarding is a process of reintegrating an employee into the workplace after a period of absence. Its purpose is to ensure their smooth reintroduction to the work environment and to facilitate adaptation to the changes that happened when they weren’t there. It’s important to remember that reboarding is applicable to both employees who have voluntarily left, gained experience elsewhere, and returned to their old job, as well as women going back to work after maternity leave, and people who have been on parental or sick leave for a long time. After all, regardless of the reason for their absence, an effective and properly organized welcome of a returning employee can greatly impact their adaptation and commitment to work.

How to successfully reboard employees?

The onboarding process is usually similar for all employees in the company or for members of specific teams. When it comes to reboarding, it’s important to tailor the process to the individual needs and circumstances of the returning employee. Here are a few steps you can take to ensure a proper welcome:

Keep your team informed

New employees are usually shown around the company’s headquarters to get acquainted with their co-workers, or, in the case of remote work, welcomed on a company’s communication channel. Don’t forget to make the same gesture to the returning employee – this is how you express your joy and show them that they matter. Emphasizing that their return is welcome contributes to building a sense of belonging and motivation to show their best side.

Address changes

Employees who return to work after an extended period of absence may need to be updated on the changes that have taken place ever since, for example, new goals, projects, and an organizational structure. Therefore, it’s worthwhile to prepare a presentation for them or to hold a concise, informative meeting to make sure they know what to do and understand the current challenges and expectations.

Provide support

Returning employees must often adjust to new realities and responsibilities. That’s why, it’s important that they have access to proper training and support so they could hone their skills and adapt to any potential changes. Individual, regular meetings with their supervisors or mentors can be an excellent opportunity to discuss current expectations, and career goals, as well as identify areas where they may need help. This will be particularly important for parents returning to their jobs after a few years of absence.

Organize team-building meetings

A well-executed reboarding process is vital in building a sense of belonging among returning employees. Run a meeting with the team where they can introduce themselves, share their experience, and hear what happened when they were absent. It’s important to foster integration. for example, by organizing team-building meetings, joint lunches, or other activities that may help deepen relationships between team members.



Starting a new job is a stressful event for any employee. A properly carried out onboarding process can influence whether they will stay with your company for a long time and successfully adapt to their new role. The same applies to returning employees, although their stress usually stems from different sources (such as changes that have taken place in the company or concerns about being replaced or not being able to cope with new challenges).

It is essential to remember that these people also need support. Therefore, reboarding should be tailored to their individual needs. Only in this way can you minimize the stress and uncertainty associated with returning to work, ensuring a smooth adaptation and, consequently, increased productivity.

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Author: Nicole Mankin

HR manager with an excellent ability to build a positive atmosphere and create a valuable environment for employees. She loves to see the potential of talented people and mobilize them to develop.