‍Recovery-promoting work

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Returning to work aids recovery. The longer someone is sick at home, the harder it is to restart. This is particularly true for people who have taken time off due to burnout, where the illness is often (partly) caused by the work. But it also applies to people who have been long-term unfit for work due to other illnesses. For them too, the step to ‘returning to work’ can feel significant. In the initial phase of ‘being fully sick,’ the focus is on getting better. Then, returning to work becomes the next step in the recovery process.

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Engage in dialogue with the absent employee

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As an employer, take an active role by initiating a dialogue.

• What was the influence of work on the illness?
• What motivates the employee?
• What gives energy?
• What drains energy?
• What is achievable at this moment?
• How does the employee view the restart?

After an analysis from both the employee and employer side, a dialogue will help gain insight into each other's needs. Then, create a (temporary) job and recovery-promoting plan. This not only further supports recovery but is also valuable for the organisation.

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What should you consider during the restart?

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It is useful to keep the following recovery-promoting work factors in mind:

• Gradual build-up: The employee may start part-time. Develop a working rhythm that works for both the employee and the organisation. The complexity of the role can also be gradually built up.
• Clear assignment: Make clear agreements about the role the returning employee will take on. Consider energy givers and drainers when doing so.
• Meaningfulness: The role you offer the employee who is restarting should be seen as meaningful by both the employee and the organisation.
• Buddy on the work floor: The feeling of not being alone gives a sense of safety. Identify who can take on the buddy role for the employee. The buddy will provide a listening ear and can remind the employee of certain intentions.
• Conflict-free environment: If possible, someone should restart in a stable and conflict-free environment.
• Perspective: Don’t just talk about the short term; also pause together to consider the longer term, so that the future at work becomes clear.

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Go for sustainable reintegration

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By aligning these factors in dialogue with a returning employee, the benefits for both the employee and the employer are clear. Returning to work will further promote the employee’s recovery. The threshold for a restart becomes lower. It enables a faster return to work and increases the number of sustainable reintegrations at organisational level. It shows that you, as an employer, are committed to the wellbeing of your employees. And so on.

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Would you like to facilitate the reintegration of your employees in a recovery-promoting way? Would you like to approach this in a well-founded and expert manner? Contact us for more information on our reintegration services.

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