errors to keep away from completely | EUROtoday

On Apr 22, 2025

Get real time updates directly on you device, subscribe now.

DIn the HR processes household, there’s after all onboarding – the reception of recent hires, which has been a spot of alternative in recent times among the many good practices of firms. Many organizations have understood the strategic curiosity in facilitating the combination of freshly arrived workers. On the opposite hand, his “little brother”, re-on-one remains to be in his beginnings. The precept? Support the return of an worker who has been absent for a very long time, regardless of the trigger (sick go away, maternity or parental go away, coaching interval, sabbatical 12 months, and so forth.). “For the moment, it is rather an unthought and the proximity supervision, which is on the front line to take care of this subject, is not necessarily trained in this type of situation,” observes Stéphan Pezé, professor of administration sciences at Toulouse Capitole University and writer of a information on the problem. The temptation is nice to fake that nothing had occurred, as a lot for concern of doing badly as by ignorance of the posture to undertake … however it’s not a trivial occasion as a return of go away! »»

The land is certainly significantly slippery. “It is a complex context that affects several dimensions: that of the employee, that of the team and his as a manager,” confirms the psychologist and coach Aurélie Durand, founding father of the Ajadi cupboard. It is a recreation of steadiness that may be troublesome. What is for certain is that we can not take into account that every little thing will grow to be once more as earlier than on the pretext that the particular person is aware of the place and resumes their place. »»

“In business, everything goes very quickly and as soon as we cut the pace of work and the social and professional tone, we quickly find ourselves out of step – we are already overwhelmed when we leave 3 or 4 weeks on vacation, so after a long stop, we can easily lose ground, adds Albine Gasquet, director of operations and development within the JLO group and expert in employment. If the employer does not measure well what is playing at that time, the risk is that the employee disengages, or even go back on a stop. »» What are the levers to activate and the errors to avoid so that the resumption of activity is a success? Overview.

Do not “scratch” the landscape employee and keep the link

It is not because an employee is absent for a long time that he is no longer part of the workforce. “Out of the query of” disconnecting “the worker – by eradicating him from mailing lists, for instance – particularly with out informing it,” notes Aurélie Durand. “It is a query of recognition: the worker must know that he’s nonetheless within the eyes of the corporate,” explains Albine Gasquet. For years, employers have had the idea in mind that, as soon as the employee was stopped, they could not keep the link: this is completely false (since 2021, a liaison appointment must be proposed after 30 days of stopping). Of course, depending on the reason and the duration of the absence, you have to see what is the best interlocutor (HR service, social worker, manager, etc.) to ensure this link. »»

Be careful however: maintaining contact does not mean bombing their SMS employee or informing him of the smallest news of the service or, worse, requesting him professionally. If he feels harassed, the employee could legitimately file a complaint. “Knowing what you’ll be able to say or to not say, it learns, warns the skilled in employment. It is forbidden to place stress, really feel responsible or make a judgment on the state of well being, even while you get alongside effectively with the particular person arrested – reflections like “Wait, three months for a herniated disc, it’s good, you can come back now!”, It’s no. »»

Nothing however prevents us from “testifying a little concern to say” we don’t neglect you “,” underlines Stéphan Pezé. “You can ship a bouquet of flowers after a delivery or a card of fine restoration after an operation, record Aurélie Durand. But this isn’t an obligation, it relies on his fashion, the connection we have now with the worker, the practices and the tradition of the corporate – and those who we wish to arrange in his personal staff. If you might be misplaced, it may be price exchanging with friends to seek out out what they’ve executed in the identical circumstances. »»

Read too “Direct with the heart”, what’s it?

Take a step again on the state of affairs

It is essential that the supervisor questions his “state of mind” as the worker’s return, stated Aurélie Durand. “Depending on the contexts, the state of affairs can generate projections, interpretations, feelings: it’s human, analyzes the psychologist. We can for instance be uncomfortable to see an individual come again after chemotherapy as a result of somebody in his household has been there … The key’s to refocus on their position, specifically to ensure collective effectivity and high quality of life at work. »»

Also in control of the supervisor to have the reactions of his staff members to the attention. “The collective has often been impacted, because we do not systematically replace someone who is off,” recollects Albine Gasquet. It is frequent that the workload has been distributed and colleagues can surprise about what’s going to occur on the time of the restoration. “You have to see if the situation raises a subject or not, advises Aurélie Durand. If we perceive that it can disturb some people, the idea is to talk to them about it in head: “I noticed that in a gathering, you seemed as much as the sky once I introduced Michel’s return, what is going on?” »»

Anticipate the return and provide a “reintegration plan”

In the same way as for a new hiring, a long -lasting return of leave is prepared. “Before D -Day, an alternate with the supervisor or the human sources supervisor already makes it attainable to make a primary level and to raise the brakes and worries,” said Albine Gasquet. Note that any employee in Stop over 30 days can ask A pre -report visitwhich is provided by the occupational doctor. At the end of this meeting, he may have to recommend any adjustments and adaptations of the workstation, professional training, even a reclassification.

These recommendations allow the manager, also in connection with the HR service, to work on “a reintegration plan”, says Stéphan Pezé. “The concept is to supply a progressive rise in energy over the primary weeks, whether or not when it comes to schedules, workloads and even aims to be achieved,” says the teacher-researcher. The idea is also to provide important appointments (with so-and-so on file X, with one on the new software, etc.) if possible, sharing this tool upstream with the employee allows him to give him visibility on the way in which his return will be organized. »»

Read too Is your N-1 demotivated? Here’s how to manage it

Take care of the reception

The effective day of the recovery is a key step not to be missed. “Bringing the particular person again on Wednesday or Thursday is already a very good possibility for the primary week to be shorter and subsequently much less making an attempt,” recommends Stéphan Pezé. Ideally, provide both an individual time with the employee (to discuss the reintegration plan, send him information, answer his questions, etc.) and a moment of conviviality with the team. »»

“Be present-we keep away from being on telework that day-and suggest with out imposing, insists Aurélie Durand. You could have considered lunch with the worker, however that’s not essentially what fits him … The concept is to make himself at his disposal in order that he returns in one of the best circumstances. “” We will need to have the identical benevolence and the identical rigor as while you combine someone-perhaps much more, as a result of the previous could have been heavy, particularly within the occasion of a cease for burn-out “, adds Albine Gasquet.

Like what is done in onboarding, it can sometimes be useful to put the employee in connection with a referent colleague who can, if necessary, answer his punctual questions. Finally, offering a “welcome equipment” (with goodies, chocolates, a card signed by the team, etc.) can also be part of the little attention appreciated.

Ensure the employee follow -up

To uncover

The kangaroo of the day

Answer

During a interval to be outlined on a case -by -case foundation, you will need to hearken to the worker to make sure that his reintegration journey takes place at finest. Beyond the skilled restoration interview, which is offered by the Labor Code, attempt to arrange common appointments with the worker involved. “These make it possible to identify the readjustments to be made and to detect the problems before the employee falls into a spiral from which it will be difficult for him to come out,” notes Stéphan Pezé. In parallel, be vigilant, suggests Aurélie Durand, with “weak signals” (akin to effectivity degradation, a sur-stress or relational difficulties) which might testify to a post-return malaise.

At the tip of this complete strategy of “reconnection”, a failure is to not be excluded and “the manager must consider this possibility”, concludes Stéphan Pezé. “Sometimes the variations are too sturdy: the corporate was purchased, the providers had been merged, the supervisor has modified, the worker himself now not acknowledges himself in his work after what he skilled throughout his cease. It will then be essential to plan an answer which shall be mutually passable. But anticipation can have made it attainable to stop it from stepping into ache. »»

https://www.lepoint.fr/societe/retour-d-un-salarie-apres-un-long-arret-les-erreurs-a-eviter-absolument-21-04-2025-2587807_23.php