New energy in the workplace: 6 tips for successful reboarding

When you think of onboarding, you quickly think of a new colleague's first day of work. A welcome to the team, an introduction to the systems, and a tour of the premises. But what if we stopped thinking of onboarding as just something for new employees? Change is happening in many organizations, think growing teams, shifting strategies, and replacing toolings and systems. And yet we often expect existing employees to move along automatically. While it is precisely they who need a foothold, perspective and new energy. High time to give reboarding a fixed place in your HR strategy.

Why reboard?

Employees who have been with an organization for a long time have accumulated valuable knowledge and experience. But they too can lose connection with the organization. Consider:

• Internal changes such as reorganizations, mergers or new leadership teams
• Changes in work structures (e.g., hybrid working or new software)
• A job or role change within the company
• Return after an extended absence (think leave of absence or illness)
• Poor onboarding at the start at the time

Many people think of reboarding as employees returning after long-term absences, such as sick leave. But in this article, we mean it more broadly: (re)landing existing employees in a changed organization. Think restructuring, new ways of working or simply refreshing engagement after time has passed. A good reboarding gives employees new energy, provides clarity about expectations and contributes to lasting commitment.

Reboarding of existing employees

A classic onboarding focuses on onboarding: how do you make a new employee feel welcome and quickly become productive? A reboarding, on the other hand, is all about reintroduction: how do you reconnect people with the organization, their role and their own learning?

A reacquaintance with your organization's mission, vision and culture makes employees feel reconnected. Especially after periods of change or growth.

5 signs your employees are ready to reboard?

Reboarding is more than just a refresher. It is a strategic investment in your people and your organization. This approach delivers tangible benefits for individuals, teams and your employer's image.

1. Your organization has changed considerably recently. Think culture change, new values or vision. Employees then need to re-understand what the direction is and what their contribution to it is.
2. There are complaints about communication, engagement or motivation. Often this arises because employees do not feel connected (anymore).
3. There are many internal job changes. Someone advancing internally often receives no guidance, even though the challenges are similar to those of a new employee.
4. Technology is changing faster than learning. New tools and systems require continuous training. A reboarding prevents frustration.
5. You want to increase retention and vitality. People want to feel seen, valued and stimulated. Reboarding allows you to reinvest in their experience.

How do you tackle reboarding?

Reboarding doesn't have to be a grand project, but it does require a thoughtful approach. Use these five practical steps to give existing employees a fresh start, in a way that contributes to their motivation, engagement and development.

1. Recognize the moment

Don't wait for employees to drop out. Schedule set times for reboarding. For example:

• 6 or 12 months after start date
• Upon return from prolonged absence
• At job change
• Annually as a permanent HR component

2. Start refocusing

Give employees space to re-reflect on questions such as:

• Where am I now in my position?
• What is my role in the organizational vision?
• What do I still want to learn or improve?

For this, use short check-ins or a digital self-scan as part of your learning platform. Reflection helps employees take ownership of their development.

3. Build engagement with microlearnings

A reboarding does not have to be a one-day training session. On the contrary, short learning modules or microlearnings are perfect for reawakening knowledge, culture and behavior. Consider:

• A refresher on the mission and core values
• A training course on psychological safety or hybrid collaboration
• A mini-lesson on new digital tools

4. Strengthen connection through peer learning

Don't let employees reflect on their own. Organize peer review or knowledge sessions in which they share experiences with colleagues from other teams. This strengthens the group feeling and brings new insights. Peer learning creates a culture of learning together and openness.

5. Put real-world learning at the center

Link reboarding to concrete projects or improvement initiatives. Let employees make their own improvements to their work and reflect on the effect. This encourages ownership and makes the learning experience immediately relevant.

What does reboarding provide?

Reboarding is more than just a refresher. It is an investment in your people and your organization. This approach provides several benefits, namely:

• Increased engagement: employees feel reconnected to the mission and vision
• Better performance: through new insights and practical tools
• Lower outflow: because people feel valued and supported
• More flexible team: ready for change and focused on growth
• Stronger employer image: because internal learning is externally visible

So a good onboarding program does not stop after the first few weeks, but moves with the organization and the people who work there.

SkillsTown is happy to help you

At SkillsTown, we believe learning doesn't stop after the first day of work. With our online learning platform, personalized onboarding programs and practical learning solutions, you help employees re-land at the right time. Without complicated programs, but with smart, scalable solutions that make a difference.

Want to discover how your organization can leverage reboarding for higher retention, improved performance and stronger engagement? Then schedule a no-obligation consultation with one of our learning consultants. We'd love to think with you.