BACK INTO THE WORKPLACE

Know Me To Understand Me - Integrating Long Term Employed Back Into The Workplace

Returning to the workplace after long term unemployment can be very daunting. In the UK there are a significant number of people of all ages, ethnicities, industries, education and experience levels who for a variety of reasons are seeking to return to work. Many will not have experienced for some time, or not at all, a work environment, culture, processes or line of authority.  As such the way in which we coach, line manage and develop these members of staff is key to enable them to thrive and to stay with the company. 

Workforce Mix

Because of the complexities and needs of people who have been in long term employment, how line managers coach, train and mentor will vary significantly. To support this process the factsheets on multigenerational workforces which can be found here, and integrating young people into work can be found here may be useful.  Everyone is different, and whilst the principles of management will always be the same, how you get to know your staff and tap into their motivations will help manage that potential steep learning curve back into employment. 

Where Do I Start?

As a line manager you will already be engaging with a multitude of different people that fall within the spectrum of age and expectations. One of the things you can take from this is that the traits which you find in some of your staff will be reflected in those who are now just entering the labour market.  As an organisation explaining the overarching expectations from the beginning is a key stepping stone. Next have several expectations. 

These include:



Further information about our Expectations can be found here [add link] It is also important that in order to maintain an effective working relationship, staff are aware of their obligations as part of their contract of employment. This will include referring all to the Staff Handbook.

Learning Style

The question begins on how do you ensure as a line manager  that those who are entering the organisation following long term employment are ‘engaged’.  Many will have little idea of what to expect. Below can be used as a guide to facilitate conversations to address any gaps in knowledge.  

Positive Attitude

Discuss how having a positive attitude which extends to co workers can contribute to a healthy workplace. Morale increases and improves the employee experience. Learn all aspects of the role, encourage to develop to learn other areas. 

Signpost for areas of support if there are any significant issues, such as mental health first aiders, line manager support, Wellbeing Hub. 

Time Keeping

Discuss the importance of timekeeping, being punctual and planning within the role. Remind staff of any processes which need to be followed if there are any issues around timekeeping. Suggest ideas to support staff in their time keeping, such as allowing travel time to get to work. Meeting deadlines when required.

Uniform

Stress the importance of appropriate dress in the workplace and sanctions for not meeting this in terms of health and safety. 

Trust

Explain the importance of trust to ensure that all are working efficiently and being able to produce their best work.

Supporting Others

You do not have to be a manager to be a leader. Explain the importance of leadership skills by supporting colleagues when needed. By assisting others people are able to establish connections and build relationships to support a healthy workplace. 



Desire to Grow/Self Motivation

Encourage an ethos of continuous learning and professional development and the benefits of doing this.

Learn From Mistakes

Mistakes happen, explain to your staff that this is an opportunity to learn to avoid that mistake in the future.

Communicate Effectively

Discuss the line manager and staff relationship and how each will communicate their needs, ideas and opinions effectively. It's important for employees to express their thoughts to others constructively, which requires verbal and written communication skills. A good way to provide clear communication at work is by providing context to your thought, then explaining thoroughly what your idea means. Allow the opportunity to ASK questions, and the ability to request staff to undertake reasonable requests as part of their work.

Supporting people back into work following long term employment can be a challenge and a steep learning curve for all. However, if the channel of communication remains open to facilitate discussion around expectations, learning styles and effective working practices, the line manager staff and team relationship can be a productive and happy one.