What is reboarding?
Reboarding is the targeted process of reintegrating employees into the company after a prolonged absence.
Unlike onboarding, which introduces new employees, reboarding ensures that returning employees can effectively resume their duties, are informed about current developments, and can navigate their new working environment with confidence.
Why reboarding is important from a company perspective
Reboarding plays a central role for companies because it combines several advantages.
It helps to quickly restore the productivity of employees returning from parental leave by enabling them to take on responsibility quickly and perform their tasks efficiently.
At the same time, reboarding secures valuable knowledge, as the experience and expertise of employees remain within the company and are not lost.
In addition, a structured reintegration process strengthens employee loyalty to the company: those who receive support feel appreciated, which increases loyalty and motivation in the long term.
Finally, reboarding helps to avoid friction losses. Changes in procedures, processes, or technologies are communicated in a targeted manner, reducing overload and ensuring a smooth transition back into everyday working life.
Elements of successful reboarding
Structured reboarding should include the following points:
Point 1: Information about changes
Processes, tools, and projects may have changed.
An update ensures that returnees are immediately ready to take action.
Point 2: Targeted training
New systems, digital tools, or changed workflows can be quickly communicated through training.
Point 3: Mentoring and support
A designated contact person in the team helps with questions, facilitates integration, and reduces uncertainty.
Point 4: Offer flexibility
Part-time models, flexible working hours, or home office solutions support the balance between family and work.
Point 5: Social integration
Team discussions, meetings, and team events promote team spirit and make it easier to return to work.
Point 6: Surveys to analyze needs
Employee surveys before and after returning to work help to identify individual needs, concerns, and expectations.
The results can be used to tailor reboarding measures and identify weaknesses at an early stage.
Practical recommendations for companies
- Plan ahead: Reboarding should be prepared before the employee returns.
- Develop individual solutions: Not every returnee has the same needs.
- Seek continuous feedback: Returnees should have the opportunity to share their experiences and challenges, e.g., through short surveys.
- Transfer responsibility gradually: This prevents overload and promotes motivation.
Conclusion
Reboarding after parental leave is an investment in employee retention, productivity, and company development.
Those who provide targeted support to returning employees and understand their needs through surveys and feedback benefit from faster integration, retained knowledge, and motivated employees.
A well-structured reboarding process creates a win-win situation: employees return stronger, and the company secures valuable know-how for the future.
