An employee's return from disability leave can be a daunting process-for employee and manager. Questions abound. But upon close inspection, employee and employer share many of the same unknowns: How quickly will it be until the employee returns to high productivity? What will the transition be like? What are appropriate expectations? While the answers to these questions depend largely on each unique situation, there are a few points for both managers and returning employees to keep in mind as they face such a transition. Beyond the common appeals to "be flexible" and "communicate well," these suggestions are practical in nature and may help create a productive environment for all involved.

Suggestions for the returning employee

• Contact your supervisor before your return - A few weeks before your expected return, give your supervisor a call to reiterate your preparedness to return to work and your excitement to rejoin the team. Being proactive in this manner relieves your manager (who may be wondering how you are feeling about your return) and sets a positive tone for your re-entry into the workplace.


• Consider phasing back in - If your manager is amenable and business operations can accommodate it, consider a phased return to work, beginning with shorter days for a week or two. Another possibility, if you are returning fulltime (non-phased), is to make your first day back in the office a Friday. That way, you can return to the office, return e-mail and calls and go through mail, and have the weekend to recuperate. Make these requests directly to your supervisor a few weeks before you return so there is ample time to work out the details.


• Do your homework - When you return, do your homework to learn what's happened in your absence. Set up meetings with the key players from your work-supervisors, co-workers, project leads-whoever can help you establish the bits of organizational history that you are missing. This is crucial to getting you re-established, and it keeps you from making ill-informed decisions as you'll have all of the pieces of your organization's puzzle.


• Meet with your supervisor - Schedule a meeting with your supervisor to establish short- and long-term priorities. In your absence, organizational priorities may have changed. To make your return as successful as possible, be sure that you and your manager are on the same page about what deliverables are expected of you.


• Focus on the positive - It's challenging to return to work after a long absence. In such instances, it may help to remember those reasons you like your job. Maybe it's your great co-workers or a certain project that really rejuvenates you. Focusing on these things will help you get back into the driver's seat after many days away.

Suggestions for returning employees' managers

• Assume dedication - Assume that your returning employee has nothing but dedication to the organization and your department's mission. Disability leave should not change an individual's link to the team-nor should it change your understanding of them as a team player.


• Consider the work assignments - Before your employee returns, consider what short- and long-term projects or work you would like to assign him/her. This can help the individual to be immediately productive, and gently remind him/her that you are giving plenty of attention to his/her contribution.


• Use the opportunity - Use the employee's return as an opportunity to dust off your strategic plan. Consider a team luncheon or breakfast to welcome back the returning employee and review upcoming priorities for the company and your group. Not only will the returning employee feel valued, but you will boost your team's morale by helping them to see their place in the larger strategic picture of the organization.


• Schedule a meeting - Sometime during your returning employee's first few days, schedule a meeting to review how his/her responsibilities were handled in his/her absence. If work process or task assignments have changed, the returning employee should know the whys and hows of that change so that he/she continues to complete the work in the manner expected.


• Maintain high expectations - Keep your expectations high. An individual returning from disability leave is returning to work because they are deemed capable, by a doctor, of doing so. While you should be patient with someone getting reacquainted with their duties, do not overlook things like missed deadlines or excessive absenteeism.