Returning legal, business services and support professionals bring valuable expertise, fresh perspectives and renewed energy to the legal industry. Whether they’re returning from parental leave, sabbatical, illness or other reasons, supporting their reintegration is crucial for both their well-being and the success of all teams within a law firm. In this article, we’ll explore strategies and best practices for nurturing returning employees to the legal industry effectively, while also addressing the challenges they may face during the reintegration process.
Challenges
Returning employees may face various challenges during the reintegration process. Feelings of anxiety and imposter syndrome are common, plaguing their confidence and leading to limiting beliefs of inadequacy despite their qualifications and experience. Moreover, the fear of missing out (FOMO) on career opportunities and advancements adds to their apprehension about returning to the workplace. The disparity between feelings of what ‘you used to be able to do’ and ‘what you are currently able to do’ breeds frustration and can create a melting pot of unrealistic expectations.
Returners often experience difficulties adjusting to modifications in workplace dynamics due to changes in their role, team or the organisation’s structure and/or infrastructure. There may be the assumption that the returning employee knows all the company processes and how to use the various internal systems, but the likelihood of these having changed, especially if a restructure has taken place, is very high. An employee returning to a new role, team and, where relevant, client base will have a huge learning curve ahead of them which needs to be managed carefully.
Additionally, returners may struggle to find a balance between work and personal responsibilities, especially if they are returning from a long period of absence where their personal life has been affected significantly.
Other challenges specific to the legal industry may include maintaining legal competency, re-establishing professional networks both internally within the firm and with clients, and adapting to changes in legal technology and regulations.
It is essential for law firms to be mindful of these challenges and provide tailored support and resources to help returning employees navigate them successfully and facilitate a smooth transition back into the workforce.
Strategies
Communication: Don’t assume that an employee does not want to receive communication and be contacted during their period of leave. Discuss this and identify the balance that works for them whether this be no contact whatsoever or regular contact.
Offering “keeping in touch” (KIT) days allows returning employees to stay connected with their colleagues and the organisation during their absence. KIT days enable employees to attend meetings, training sessions or company events, helping them stay up to date with developments in the firm and maintain their professional networks. This can ease the transition back to work and reduce feelings of isolation or disconnection, a fear identified in research conducted by Generation Logistics where results showed the second main concern for women returning to work after maternity leave was ‘feeling out of the loop in the workplace’.
Before their return, schedule meetings to discuss their transition back to work, any changes in their role or responsibilities and the organisation, and address any concerns they may have. For example, a new parent returning from maternity or paternity leave may need to discuss accommodations for childcare responsibilities, a phased return to full-time work or the possibility of working part-time.
Flexible work arrangements: Recognise that returning employees may need some flexibility to balance their work and personal responsibilities. According to a survey by FlexJobs, 81% of professionals say they would be more loyal to their employers if they had more flexible work options and 65% said that having workplace flexibility would increase their overall job satisfaction.
The UK government has implemented flexible working rights, allowing employees to request flexible working arrangements. These arrangements could include remote working, flexible hours, compressed working weeks, job shares or reduced schedules.
81% of professionals say they would be more loyal to their employers if they had more flexible work options
FlexJobs
For instance, an employee returning from medical leave may require a modified work schedule to accommodate doctor appointments or therapy sessions. This flexibility can help returning legal professionals manage their caseload while adjusting to new circumstances.
Flexibility can also be offered to someone’s career path. Following an extended period of leave, an employee may decide to change their direction having experienced a different way of working on secondment or now having to manage personal commitments outside of work, thus having less flexibility to work long hours. Rather than lose a very capable member of staff, firms should look at the options available to progress the employee’s career on a different route internally.
Mentorship and buddy systems: Pair returning employees with a mentor or buddy who can provide guidance, support, career advice and assistance as they adjust to their role, the workplace culture and the legal profession. This can help them feel more connected and engaged, providing a valuable resource for navigating any challenges they may encounter. For example, a professional returning from an extended sabbatical may benefit from a mentor who can help them catch up on industry trends, build professional networks and steer them through changes within the organisation and sector. Someone returning from maternity leave may benefit from a buddy who has returned at a similar time so they can navigate the return together and support each other with the transition.
Essential skills training and continuing professional development (CPD): Provide training and development opportunities to help returning employees update their skills, learn about any changes or advancements in their field, and stay competitive in their role. A re-induction into the organisation is also essential, especially if significant changes have occurred. The organisation the employee left may look completely different to the organisation they have returned to.
There are some key essential skills training needs that will be relevant to a returning employee including:
- Personal effectiveness to support productivity and manage competing priorities.
- Confidence building to manage the feelings of imposter syndrome and anxiety.
- Stress management to develop the ability to cope with demands and pressures.
- Networking skills to enable the re-engagement and development of professional networks.
- Managing your wellbeing to ensure it remains a priority with an increasing workload and to-do-list.
- Assertiveness skills to develop the ability to manage personal boundaries.
Many jurisdictions require lawyers to undertake CPD activities to maintain their professional competence. Offering CPD programmes tailored to returning professionals can help them refresh their knowledge and regain confidence in their legal abilities.
Wellness support: Recognise the importance of employee well-being during the reintegration process. Offer resources and support for managing stress, maintaining work-life balance, and promoting mental and physical health. This could include access to counselling services, wellness programmes or flexible leave options. For example, an employee returning from a mental health leave may benefit from access to counselling services and accommodations to support their ongoing well-being. According to a report by the World Health Organisation, depression and anxiety disorders cost the global economy $1 trillion per year predominantly in lost productivity so supporting your returning employees’ well-being is of a benefit to the firm as well as the employee themselves.
Celebrate their return and make them feel welcome: Acknowledge and celebrate the return of employees to the workplace. Organise a welcome-back event, send out a personalised welcome message or simply take the time to express appreciation for their contributions and commitment to the organisation. A long-time employee returning from a sabbatical may appreciate a personalised welcome-back message from senior leadership recognising their valuable contributions to the organisation over the years. Ensure there is someone to welcome returners back to the office on their first day and have this person available for regular check ins and support in their first few days and weeks. Their workspace should look enticing and cared for, so that they feel welcomed back and that an effort has been made, reinforcing their sense of belonging within the legal community.
Feedback and recognition: Provide regular feedback and recognition to returning employees to affirm their contributions, let them know their efforts are valued and appreciated and support their professional growth. Ensure transparent dialogue is possible. Recognise their achievements, provide constructive feedback, and offer opportunities for growth and advancement within the organisation. For example, a returning employee who successfully completes a challenging project may appreciate recognition from their manager and opportunities for career advancement based on their demonstrated skills and capabilities.
Continuous feedback can help counteract the debilitating effects of imposter syndrome, anxiety and general self-doubt that can pervade after an extended break from the work arena. What once felt automatic might feel clunky and time-consuming. Make your staff know this trajectory is normal, to be expected, and will improve and be navigated given time.
Conclusion
Supporting returning legal, business services and support professionals is not only essential for their well-being but also for maintaining a diverse and inclusive workforce and ensuring the continued success of law firms across the globe. By acknowledging and addressing the challenges they may face, fostering open communication, offering flexibility, providing mentorship and training opportunities, prioritising wellness, celebrating their return, and offering feedback and recognition, organisations can create a supportive and inclusive environment where returning employees can thrive and contribute to the advancement of the legal industry.
If you’d like to discuss a ‘Return to work’ essential skills training programme for your organisation, we’d love to hear from you at info@professional-training.co.uk. For details of the courses mentioned in this article, click here.