Business leaders, HR teams, and people managers undoubtedly have a lot to consider when looking at return to work policies and procedures. Between assessing what to keep, what to change, and what to do away with – time and resources are at a premium. With all those priorities, it’s easy to overlook many things that are important to your people in a post-pandemic world. Despite the busy nature of everyday work, let’s not forget something that is quite important and might be overlooked – Reboarding.

Reboarding is the process of helping organizations resume operations. But reboarding goes beyond just resuming operations, it minimizes health and safety risks as employees return to the workplace. It addresses employees resuming previous job responsibilities or training employees for new jobs in the organization. It also encompasses training new employees to replace those employees not returning to the workplace or supporting the expansion of operations. It really is about touching base on things that are different from what employees might have been used to and how conditions have changed and perhaps setting new expectations for all.

Learning Objectives
Your “post-pandemic” reboarding program will have unique considerations. Among them include:

• Key considerations for reintegrating employees into a physically prepared workplace
• Additional skills (including increased communication) needed by managers for reboarding efforts
• Preparing managers for the need to promote or re-skill existing employees given the labor shortage
• Management’s role in employee mental health (listening) and recognizing trauma and stress

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