Who: Returners and other employees who lack the confidence to progress their careers
To build high performance in an organisation, individuals must develop their own unique personal brand. This enables opportunities for career progression and builds the leadership talent pipeline.
LINE MANAGER COACHING
Who: Line Managers who lead Returners
Line Managers have direct daily contact with Returners and need support and guidance to lead the transition. Doing this sets their new team members up for long term success and ensures that the talent is retained and fostered.
Who: Middle and Senior Leadership Teams
Demonstrate the business case of actively engaging career returners and why adding them to the talent pipeline is good business practice.
Who: HR representatives and Managers
Returners need a customised onboarding process to set them up for success, the transition period is not long but requires specific support and activities.
Who: HR representatives and decision makers
Career returners face many barriers to re-entry and businesses are missing out on supremely talented individuals who want to work. Our comprehensive framework provides a holistic methodology to build a powerful Return to Work program to compliment the overall Talent Acquisition Strategy.