Returning to work:
a human and strategic
challenge for your organisation
Absenteeism, staff retention, engagement: how can we encourage sustainable returns to work?
Today, many organizations are facing a rise in long – term absences. Illness, burnout, parental leave, accident, disability or a caregiving role: behind every return is a person who has gone through a life-changing experience. What if the quality of that return made all the difference?
Turn a sensitive moment into an opportunity for staff retention and engagement
Our corporate support programme makes a concrete contribution to:
- Preparing for a return after an extended absence
- Supporting managers in their role during the transition
- Facilitating a gradual & sustainable reintegration
- Reducing the risk of relapse or disengagement
- Strengthening talent retention
- Building a more human workplace culture
Failing to prepare for a return to work after a long absence is a real risk
A lack of support can have direct consequences:
- Gradual disengagement
- Relationship difficulties within the team
- Premature return to work or relapse
- Loss of talent
- Recurring absenteeism
- Significant human and organisational costs
Every return to work deserves special attention
Returning to work is not simply a matter of picking up where you left off. It is a transition that involves the individual, their manager, their team and the organisation as a whole..
Supporting our people_
Parenthood and work at Sprimoglass
Supporting our people
Parenthood and work at Sprimoglass
“At Sprimoglass, we believe it’s essential to support our colleagues on their parenting journey in order to build a stronger workplace. We recently organised a series of workshops led by Sophie Litt, a parenting coach, on practical approaches to balancing work and private life. As Xavier, one of our team members, pointed out, more men should take an interest in the issue of parenting!”
Testimonials
They trust us
