With nearly one million workers expected to have been on furlough at the end of September, it’s key for business leaders to reengage those individuals returning to work after an extended period of time away. Despite initial fears of mass redundancy following the scheme’s end, proposed redundancies in September were close to record lows, as many businesses with large numbers of furloughed workers have taken all employees back.
As businesses reintegrate these workers, facing the challenges of disengagement, a lack of direction or misalignment with the organisation’s changed objectives, what can they do to ensure returning employees reconnect and reengage with their role, and the wider business?3 ways organisations can support returning employeesWith shifting business priorities, skills needs have also changed, and 69% of employers are struggling to find the skilled talent they need. Business leaders need to reinvest in their existing workforce and provide ongoing learning and development opportunities: not only to ensure they have the talent needed for ongoing to success, but to demonstrate an investment in ongoing learning and development – providing the greatest chances of retaining the best and brightest employees. Furloughed employees may feel ‘out of practice’ and will need this opportunity to learn new skills, and refine their existing toolkit in order to adapt and align with the new reality.
Ongoing development support as part of a wider Workforce Career Management strategy will be crucial to achieving sustained organisational success. Employees need to understand the expectations being placed upon them, and feel equipped with the necessary skills to meet and exceed targets. With access to ongoing learning and upskilling opportunities, individuals will regain the confidence and motivation to perform at their best – truly connecting with the new company vision.Development opportunitiesWith shifting business priorities, skills needs have also changed, and 69% of employers are struggling to find the skilled talent they need. Business leaders need to reinvest in their existing workforce and provide ongoing learning and development opportunities: not only to ensure they have the talent needed for ongoing to success, but to demonstrate an investment in ongoing learning and development – providing the greatest chances of retaining the best and brightest employees. Furloughed employees may feel ‘out of practice’ and will need this opportunity to learn new skills, and refine their existing toolkit in order to adapt and align with the new reality.
Ongoing development support as part of a wider Workforce Career Management strategy will be crucial to achieving sustained organisational success. Employees need to understand the expectations being placed upon them, and feel equipped with the necessary skills to meet and exceed targets. With access to ongoing learning and upskilling opportunities, individuals will regain the confidence and motivation to perform at their best – truly connecting with the new company vision.Wellbeing supportIt’s important for business leaders to remember that furloughed employees may have had very little to do for the entirety of their time away from the business. They’ve been disconnected from their job and colleagues, and have likely had contact with friends and loved ones minimised by the pandemic. Such an extended period of isolation could have led to mental health issues, with 1 in 6 adults having experienced some form of depression in summer 2021 alone.
Clear communication, a strong support network and resilience training could all go a long way to helping those returning from furlough reintegrate with their teams. Outlining expectations prior to their return can help settle any nerves or apprehensions, while access to resilience training and mental health support could enable employees to understand and manage their response to change – ensuring they’re well equipped to navigate uncertainty with a positive, results-driven mindset.Managers as coachesManagers play an integral role in motivating and driving performance in their teams at work, and will be crucial to ensuring employees returning from furlough are supported and engaged, by managing both the emotional and operational impact of change. But in order to feel confident and capable of effectively supporting their direct reports, managers need access to ongoing training and development support themselves.
Employees no longer just want a manager, and instead want a career coach who can guide, mentor and teach them new skills – with 79% of workers who have access to training support reporting higher job satisfaction than those who do not. Managers who are able to develop key communication and coaching skills are better equipped to utilise feedback as a way of driving performance and engagement. And by generating a happier workforce where managers support and encourage development in their team members, retaining key talent becomes far more achievable.
With furlough behind us, organisations need to create a work environment that engages employees, encourages ongoing development and focuses on enhancing resilience, in order to meet the strategic needs for growth and sustained success< and to retain the skilled talent they so desperately need.
Right Management’s Adapt to Thrive programme supports employees to perform at their best during times of change. Learn more about supporting your workforce here.
Employees are now understanding the importance of upskilling in an environment where the skills needed for organisational success are continuously changing, while businesses are acknowledging the need to create a workplace that engages employees and encourages ongoing personal development across every level.
