Returners to the Workplace: Having Conversations that Matter

Returners to the workplace represent a real opportunity for growing an organisation’s pool of talent. They may take time out to care for children or for other family members or have taken time out to travel or retrain following a career change. There are many reasons for extended absence from the workplace and yet we often miss attracting and retaining this rich source of talent.

External research reinforces the point. Over the last 20 years for example, mothers have experienced the largest increase in employment rates with 74% choosing to go back to work after having children.

Research by the UK Office of National statistics also revealed three in five workers aged 40 to 65 would consider returning to work if certain factors were in place.

How effectively returners integrate back into the workplace requires thoughtful action. The link between inclusive cultures and high performance is clear and ensuring inclusion is integral to returner conversations creates a positive experience which will influence whether they choose to stay.

UK government research on returners uncovered five perceived barriers for those returning to work. These include:

• Low confidence

• A lack of flexible working options

• Childcare Costs

• Unpractised or dated skills and knowledge

• Employer perceptions

Taking time to have inclusive conversations will help break down barriers returners face and facilitate transition back into the workplace.

Inclusion AND belonging in conversations

An inclusive conversation is one which considers the individual needs of every person rather than following one standard script. A focus on the individual builds confidence by creating psychological safety and trust. However, just because someone feels included and that they “fit in” in does not automatically translate into the feeling of belonging. Belonging is about feeling valued not only for being part of a group but also for who you are, enabling you to be your best self at work. It is also about having shared purpose and connection, and creating a space where everyone feels safe to share their thoughts and opinions

So what are the conversations that matter?

Onboarding

As returners re-join the world of work, onboarding conversations provide the opportunity to build confidence.

Create trust up front by listening with empathy to understand where a period of absence may have impacted on their personal wellbeing and readiness to return.

Arranging for returners to meet the team as soon as possible creates a sense of belonging as well as an understanding of the unique contribution they can make to wider team objectives. Create certainty by taking time to explain the culture and values as well what has changed in the industry.

Build confidence and trust by adopting a coaching approach and asking courageous questions which will further foster psychological safety and trust. For example, “what is the one thing you need from me that will enable you to be successful?”

Ways of Working and flexible arrangements

Take time to reassure those wary of the perceived employers view of returners. Address concerns whilst being aware of the biases and assumptions that might creep in around returners commitment and flexible working not being compatible with senior roles.

Understand the returner’s broader work life context. Be flexible and ask what working arrangements might be helpful to them. Agree adjustments to their individual work schedule where needed and explain hybrid workplaces which may be unfamiliar.

Avoid putting in place temporary arrangements so that they have certainty, remembering that last minute requests and changes to working hours may impact home schedules and generate additional costs for those in caring roles.

Career Development and Progression

Hold career development conversations so that returners gain clarity and confidence in how to rebuild the skills and abilities they may have lost since they left the workplace. This may especially be the case where digital has transformed workforces and changed traditional ways of working. Agree what individual development they might need to support their continued growth and development and build confidence by asking what valuable skills they have learned in their absence rather than what skills they have forgotten.

Discuss what career progression aspirations they have on their return. It is often easy to make assumptions that these might have changed.

Conclusion

Taking time to imagine yourself in the shoes of returners is time well spent so that the conversations that follow are positive and inclusive experiences.

What inclusive conversations do you need to have with those coming back to the workplace? Remember that choosing to be inclusive is a choice we make but belonging is a feeling.

What can you do personally to create belonging in these returner conversations, and how will you know you have succeeded?