Management of Employee Performance After Absence

As the world continues to recover from the COVID-19 pandemic, an unprecedented number of employees are returning to work. Return to work refers to the procedure by which an absent employee returns to work. This absence could be caused by a number of factors, including illness, accident, parental leave, or a global epidemic. Typically, the return to work procedure involves communication between the individual, their management, and any applicable human resources or occupational health providers. The purpose of employee return to work is to provide a safe and effective transition back to work while maintaining productivity and performance.

This return may be fraught with uncertainty, anxiety, and a need for readjustment for many employees. Good performance management is crucial throughout this period to ensure that employees feel supported, motivated, and engaged with their work. Companies must take a strategic approach to performance management, recognising the specific problems faced by employees and providing them with the skills and resources essential for success. This article will explain why effective performance management is vital for people returning to work, as well as present tactics and tips to help companies manage employee performance in this unique and challenging context.

The 3 R’s of Performance Management

1. Review: In this phase, the employee’s performance is monitored and evaluated on a regular basis in comparison to predetermined goals. An employee’s strengths, flaws, and development opportunities should be discussed in a two-way conversation between the individual and their management during the review process.
2. Reward: This stage involves recognising and compensating employees for their contributions to the company. These can include both financial and non-financial incentives, such as recognition programmes, promotions, and new duties.
3. Remediation: In this stage, problems with performance are dealt with as they emerge. Coaching, training, and other opportunities for growth are all examples of corrective action, as are disciplinary measures like performance improvement plans and termination. When an employee’s performance falls short of expectations, remediation is implemented to assist them reach those requirements.

The 3 R’s of performance management are interrelated and create a holistic approach to managing employee performance. By frequently evaluating employee performance, celebrating their triumphs, and resolving performance difficulties, businesses may foster a good and supportive work environment that supports employee growth and development.

The Five Steps in Performance Evaluation

The Five Stages of Performance Management might be a valuable foundation for assisting a returning employee. These phases are goal-setting, planning, coaching, evaluating, and acknowledging. Using these steps, you may develop a strategy that will assist the employee in achieving their goals and enhancing their performance. Here’s how you may utilise each of these phases to aid a returning employee:

1. Goal Setting: The first step is to make sure the employee has goals that are both specific and attainable. The employee’s objectives should be SMART (specific, measurable, attainable, relevant, and time-bound) and in line with their job description. The employee will feel that their efforts are worthwhile and will be guided by a feeling of purpose if they are given specific, measurable goals to work towards.
2. Planning: After establishing objectives, the next stage is to develop a strategy for achieving them. This plan should include the steps the employee must take to attain their goals, as well as any necessary resources or support. The strategy should be attainable and take into account any limits or obstacles the employee may experience.
3. Coaching: Giving the worker guidance and assistance is the next stage. Training, mentoring, or just checking in on a consistent basis to share thoughts and offer suggestions are all examples. Employees need coaching to stay on track with their objectives and get through any roadblocks they encounter.
4. Reviewing: Frequent evaluations are necessary to evaluate progress and identify areas in which the employee may require more assistance. Reviews should be constructive and centred on recognising strengths and development opportunities. By providing consistent feedback, the employee can alter their performance and remain on course to meet their objectives.
5. Recognising: Last but not least, the worker should be acknowledged and rewarded for their efforts. This can be in the form of monetary rewards (such as a bonus or a promotion) or verbal expressions of appreciation (such as a thank you). Recognizing and rewarding good performance is crucial for keeping employees engaged and motivated.

Handling Employee Performance Efficiently

• Employee Mental Health: A Critical Issue. The state of employees’ minds is crucial to the accomplishment of any return to work initiative. Companies should assist their workers deal with stress and other mental health issues by being proactive in addressing employee concerns and providing the resources and support workers need.
• Using Techniques to Address Performance Concerns. It is essential for employers to address performance issues swiftly and efficiently when they arise. This can include the development of an individualised performance improvement plan, the provision of regular feedback and coaching, and the implementation of regular performance evaluations.
• Bringing in a Helping Hand

While returning to work after an injury, many people find it helpful to have a support person around to help them feel more at ease. While starting a new job, it can be helpful for employees to have someone there to assist them during the transition, whether that be a family member, close friend, or therapist.

Incentives for Workers to Come Back

• The Advantages of a Successful Workout. A successful return to work programme relies heavily on a favourable employment outcome. Employers may enhance motivation and engagement by providing employees with meaningful work, a supportive atmosphere, and opportunity for growth and development.
• The Duty of Management to Promote Reemployment Businesses should play a significant part in helping their workers get back on their feet after a period of absence. This can be done by measures such as keeping workers up-to-date on the status of the return-to-work programme, allowing for more leeway in scheduling, and giving training and advancement possibilities.
• The Impact of Employment Prior to Injury and Workers’ Compensation. Workers’ compensation and pre-injury employment have a vital impact in the effectiveness of any return to work programme. Companies should collaborate closely with workers’ compensation providers to ensure that employees receive the assistance necessary for a safe and effective return to work.

Return to Work Planning for an Employee

• Building a workplace culture that cares about its employees’ physical and emotional health is a top priority, so it’s important to make it a priority, too. As a result, the employee’s transition back to work may be less fraught with worry and more pleasant overall.

• Companies should create clear instructions and expectations for the employee’s return to work, including roles, expectations, and performance objectives. This can help to ensure a seamless return to the workplace and reduce uncertainty and misconceptions.

• In order to help an injured worker return to work and recuperate, it is important to provide them with the resources they need, such as training, support, and rehabilitation programmes. The employee’s ability to do their job well and any performance difficulties can be addressed in this way.

• Engage the employee: Include the employee in the return to work process and encourage them to bring a support person, such as a family member or friend. This might provide the employee with additional assistance and aid in stress and anxiety reduction.

• In order to detect and manage any performance concerns that may occur during the return to work process, it is important to regularly monitor and evaluate the employee’s performance. This can aid in making sure the worker is able to carry out their job successfully and make any required adjustments to help them succeed.

• Take appropriate management action: If required, management should take appropriate action to address any performance difficulties that may occur during the return to work process. This may involve giving more assistance, resources, or training, or, if necessary, taking disciplinary action.

In conclusion, managing an employee’s performance upon their return to work necessitates an approach that takes into account the employee’s physical and mental health, as well as their overall wellbeing. Employers can build a secure and supportive work environment that encourages positive work outcomes and employee growth by adopting best practises and tactics for resolving performance issues, inviting a support person, and motivating employees to return to work.

Businesses may aid individuals in their recovery while they are on the job and help them reach their full potential by encouraging open communication between staff and management. Employers who adopt these practises will foster an environment that is conducive to worker and corporate success.

Employee Connect assists businesses in managing the performance of employees who have returned to work after an extended break. Our centralised system makes it easy to monitor and manage each worker’s progress towards their individual and team objectives. By keeping tabs on each worker’s development and providing constructive criticism as needed, HR can ensure that each employee reaches his or her maximum potential. It helps businesses ease their workers back into the workplace and boosts productivity overall. Want a live demonstration of Employee Connect? Schedule a trial today and see what all the fuss is about.