Introduction
Let us consider an example to understand why managing Returning Employees after holiday breaks is essential.
Let us say Mr. Keshav is a content writer in the marketing team of ABC Company. Keshav had gone to Singapore with his family. After a long and much-needed vacation, Mr. Keshav returns to work, ready to tackle his responsibilities. However, things are not quite as smooth as he had anticipated. He finds that the workload has increased significantly in his absence, and his colleagues seem to be struggling to keep up with the work.
His hopes to resume work with full energy and excitement dashed when he saw chunks of emails, piles of files, and a long list of unfinished tasks.
Mr. Keshav quickly realises that he is falling behind, and his manager is frustrated with his lack of progress. Soon he begins to feel overwhelmed and stressed, struggling to balance his workload and meet his deadlines.
Despite his best efforts, he is unable to catch up, and his work quality begins to suffer. His manager calls him into a meeting and expresses their concerns, pointing out the areas where they are falling short. Mr. Keshav is devastated and feels like he is not up to the task.
Since Mr. Keshav was away from the workplace for a long time, he feels disconnected from his colleagues, job role, and the overall environment.
Returning to work after a long vacation can be challenging, but with determination and a willingness to learn and improve, HRs and managers can help employees to overcome obstacles and succeed in their roles.
In this article, we will outline everything HR professionals need to know about dealing with returning employees and job holiday breaks effectively.
Why getting back to work after a long vacation can be stressful for employees
Getting back to work after a long vacation can be stressful for employees due to a number of reasons:
Adjustment Period: When employees take a long vacation, they get used to a different routine and lifestyle. Adjusting back to the work routine can be difficult, especially if they have to get up early and face the usual work-related stressors.
Overwhelming Workload: Depending on the nature of their work, employees may have a backlog of work waiting for them when they return from vacation. This can create stress and pressure to catch up on missed deadlines, emails, and meetings.
Lack of Motivation: Employees may have difficulty finding the motivation to get back into the work mindset after having been away for a while. The idea of returning to work and being productive may seem overwhelming or unappealing.
Feeling Disconnected: After being away from the workplace for a long time, employees may feel disconnected from their colleagues, projects, and the overall work environment. This can cause anxiety and make it difficult to feel comfortable or confident at work.
Difficulty Switching Off: On the other hand, some employees may have trouble switching off from vacation mode and may find it challenging to focus on work-related tasks.
Personal Life Demands: Employees may also have to deal with personal life demands that have accumulated during their vacation, such as catching up on household chores or attending to family needs.
Overall, getting back to work after a long vacation can be a challenging and stressful experience for employees. HRs can help by being understanding of this transition and offering support and resources to help employees adjust back to the work routine.
Why HR should help employees ease back into office work
Human resources (HR) should help employees ease back into office work after an extended period of remote work or vacation for several reasons, including:
Employee Well-being: When employees feel overwhelmed or stressed, it can negatively impact their well-being, including their mental and physical health. By helping employees ease back into office work, HR can support their well-being and reduce the risk of burnout or other health problems.
UPD, a consulting company with 70 professionals, introduced an unlimited holiday policy where employees can take as many holidays as they want and need as long as they accomplish their job objectives and meet their deadlines. This policy aimed to improve the performance and overall well-being of employees.
UPD wanted their employees to establish a work-life balance, and they can take off whenever they need it. Through this policy, UPD aims to attract more employees for whom job maturity, flexibility, and responsibility are part of their ideal work company culture. Refer to the UPD Case study to understand the implementation of an unlimited holiday policy.
Productivity: Employees who are not adequately prepared to return to work may struggle to be productive, leading to missed deadlines, poor performance, and decreased morale. By helping employees ease back into work, HR can help maintain productivity and quality work output.
Retention: If employees feel unsupported or overwhelmed when they return to work, they may be more likely to leave the organisation. By providing support and resources, HR can help retain valuable employees and prevent high turnover rates.
Company Culture: Employees who feel disconnected from their colleagues or the overall work environment may struggle to feel a sense of belonging or engagement in the company culture. By facilitating activities or events that help employees reconnect, HR can promote a positive and cohesive company culture.
Employee Development: If employees have been away from the office for an extended period, they may need to be retrained on certain processes or procedures. By providing training and development opportunities, HR can help employees feel confident and capable in their roles.
Managing Returning Employees
HR can manage employees before they go on holiday.
Prepare in Advance
Before employees return from their holiday break, it is essential to plan ahead and prepare for their return. That can include updating their job responsibilities, setting new goals and expectations, and providing necessary training or resources.
Instead of making a long list of tasks, HR professionals can help to figure out tasks that can be delegated to coworkers. Since the employee is going on leave, HR has to ensure the business runs smoothly.
The task should be delegated in a controlled manner.
Guidelines for delegation:
1. Tasks should be planned carefully.
2. Managers & HRs should be clear in advance about the tasks which have to be delegated and where the boundaries are.
3. Coworkers should be given some key tasks, preferably ones that they have to perform in the absence of the employee. That will boost confidence in coworkers, and they can execute without stress when an employee has gone on leave. In case they need training, the employee can train his coworker.
4. HRs & managers should ensure that coworkers should consider this as an opportunity for them, not a burden.
Planning ahead can help employees feel more prepared and confident about their return, reducing the stress and uncertainty that often comes with the transition.
Maintain Open Communication
The employee might feel a high workload after their return, an incredible way to disconnect is by engaging with your coworkers. Discussing with coworkers about vacations, experiences, and anecdotes during the coffee break can help employees to reduce their level of stress, and at the same time, employees get quick updates on what has been going on in the organisation. Thus, communication among teammates positively impacts the workplace and the organisation’s environment.
Open communication is the key to a successful return for employees. Regular check-ins and catch-ups can help employees feel more connected and supported as they transition back into their roles. Additionally, providing clear instructions and guidance on what to expect when they return to work can help reduce confusion and ensure a smooth transition.
Offer Support
Returning employees may need additional support as they transition back into the workplace. That can include mentorship, additional training, or simply providing a listening ear. HR professionals can also encourage employees to connect with colleagues and participate in team-building activities to help them feel more comfortable and integrated into the workplace. HR can offer employee support and resources to employees who may be struggling with mental health issues, such as anxiety or depression, which may have arisen due to the return to work. They can offer flexibility in scheduling, work arrangements, or workload to help employees ease back into office work. That can include a gradual return to full-time work or flexible hours to accommodate any personal or family needs.
Be Flexible
Returning employees may need extra time or flexibility to get back into the swing of things. HR professionals should be open to accommodating these needs, whether it means allowing employees to work reduced hours, take additional breaks, or temporarily adjust their workload.
If the employee starts their work day at 9 AM, HR can probably allow them to start their first day in a relaxed manner. And can aim to expect employees to give 50%, not 100%. By being flexible and understanding, HR professionals can help employees feel less overwhelmed and better prepared to succeed in their roles.
Managing Job Holiday Breaks
HR can begin preparation even before employees go on holiday to reduce the chances of employees beating post-holiday blues.
Plan Ahead
Planning ahead is the key to managing job holiday breaks effectively. That can involve preparing work schedules in advance and making arrangements for coverage during the holiday period. By planning ahead, HR professionals can reduce the stress and uncertainty that often comes with holiday breaks, ensuring a smooth and productive workplace.
HRs can suggest employees make a complete list of tasks before they leave for holidays. These tasks can be divided based on project, priority, intensity, and status.
After the list is ready, the employees can prepare another shorter list of high-priority tasks that need to be completed immediately after they return. That gives employees sufficient time and space to adjust to the work.
Set Clear Guidelines
HR professionals should provide clear guidelines and expectations for employees taking time off, including rules around time off, work responsibilities, and communication during the holiday period. That can help reduce misunderstandings and ensure everyone is on the same page.
HR should formulate a leave policy that covers the following points:
● the various types of leave offered to employees
● rules, regulations, and procedures for managing each type of leave
● weekend policy
● list of public holidays for the year
Leave policy is not only about granting your employees holidays; it is about assisting employees to learn about their leave entitlements and making employees aware of how they can avail them effectively.
The ultimate outcome of designing a good leave policy is that it makes employees happy and committed and can create a work-life balance.
Encourage Rest and Relaxation
Job holiday breaks should be a time for employees to rest and recharge. HR professionals can play a role in promoting the importance of taking time off and the benefits of rest and relaxation. That can include encouraging employees to use their time off in a way that benefits their health and well-being, such as taking a break from technology or engaging in physical activity.
Employees may understand the necessity of taking a break, but they should also know what the break should look like. Does it mean checking emails frequently during the holiday? Depending on the business type, Managers and HRs can turn off all company correspondence for the employees. Vacations are the best time to spend quality time with family and friends to improve the overall well-being of employees. Companies can use tools to turn off notifications and temporarily disconnect their accounts to ensure employees are not pulled back into office work during holidays.
Foster a Positive Work-Life Balance
HR professionals can use job holiday breaks as an opportunity to promote a positive work-life balance, by encouraging employees to take time off and disconnect from work. By fostering a healthy work-life balance, HR professionals can reduce stress and improve overall job satisfaction, leading to a more productive and engaged workforce. HRs can suggest employees to
1. Exercise regularly
Regular exercise releases endorphins, which boost mood and give energy. It also reduces the stress level in employees. They can encourage their employees to sign up for health & wellness programs like yoga classes or meditation sessions. Organisations can also share relevant resources with employees for health & wellness for employees.
2 Pursue passion
HR professionals should encourage employees to pursue a passion. They should create a space for employees so that they can share their talent with other coworkers. Organisations should form channels where employees can share non-work passions with other teammates. That not only benefits employees but also strengthens social bonds among coworkers. Companies could also pay for a cooking class, learning instrument class, singing class, or learning a new language to encourage employees.
Conclusion
Returning employees and job holiday breaks are important aspects of HR management that require careful consideration and planning. By following these tips and guidelines, HR professionals can ensure a smooth and stress-free transition for employees, reducing the impact of holiday breaks on the workplace and promoting a positive and productive environment. By taking a proactive approach, HR professionals can help employees feel supported, connected, and ready to succeed in their roles, both before and after taking time off.