Re-Onboarding teams returning to office

Re-Onboarding teams
returning to office

The Covid-19 pandemic strongly affected our working lives. Each company must have quickly adapted its working environment with new work methods: fitting out workplaces, restructuring teams, setting up short working schemes and home working transitions. But it was also the same for employees facing the challenge of rethinking their careers. And with salaries remaining similar when changing jobs, the question arises as to why employees want to move jobs? While onboarding is a necessary process for integrating teams, at a time of deconfinement and return to the office, it is becoming more necessary than ever to rethink the way we work and to integrate this new perception of work. Deal with the shift in work perspective. We observed a sudden paradigm shift in job criteria, as candidates opted for employment security over personal development. Indeed, employee benefits were hugely impacted due to the economic climate induced by the confinement and health restrictions. Find out the 3 dominant expectations among applicants. As recruiters, jobseekers are unanimous in saying that what matters to them in their new job are: the working environment, the team, and the responsibilities they will have on projects. Obviously, we have noticed the importance of salary among employees, especially through our annual salary survey

Companies must think outside the office.

Getting together outside of work. Belacom, a software distribution company with twenty or so employees, set up seminars every six months to experience adventures that go beyond sanitary constraints. They noted a very positive effect on the teams, allowing stress relief.

Take risks away from the office. It was found that risk-taking during these recreational events reinforced risk-taking in the business. Moreover, the employees all agree in describing the company as a big family. Proof that completely disconnected moments from daily office life allow for better collaboration at work and the success of projects.

Promote flexible work and human interaction. Gensler, for its part, pointed out the importance of flexibility: employees choose where they work and when they do that. The pandemic highlighted the importance of human connections and how valuable human interaction is. The challenge is rethinking our cities with a more resilient and available environment, flexible work hours, happiness and belonging.

Organise external events to benefit internal work. At Highline, we also chose to combine relaxation with risk-taking outside of work by playing escape games, eating in a park or restaurant at lunchtime, organising after-work parties and celebrating the agency’s records. It is a way to recognize the work of each employee, but also to better know each other outside the challenging work environment.


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