Think of a returnship program like rebooting a dormant computer. The hardware is intact—solid and reliable—but the software may need updates, patches, and tweaks to run efficiently in today’s environment. Professionals returning after a career break are much the same: their core skills and experience remain intact, but they need support to align with current industry standards and workplace dynamics. Here’s how to design a returnship program that doesn’t just restart careers but optimizes them for success.

1. Conduct Role-Specific Competency Mapping

Rather than applying a one-size-fits-all approach, start by identifying the competencies required for specific roles in your organization. Use tools like DACUM (Developing a Curriculum) to map out the precise skills, knowledge, and behaviors essential for these positions. Then, align this map with the returnees’ existing capabilities to pinpoint gaps.

For example, a finance company could create tailored training around emerging trends like ESG (Environmental, Social, Governance) investments or blockchain applications in financial services. By narrowing the focus to these specific needs, your program avoids redundancy and maximizes efficiency.

This method ensures that returnees are trained on high-priority skills that align with current business objectives, speeding up their impact on the organization.

2. Build a Structured Program with Rotational Assignments

A well-structured returnship program mimics the effectiveness of rotational leadership programs, allowing participants to explore various functions and roles before committing to one. This approach benefits returnees by re-acclimating them to the workplace while allowing organizations to assess their strengths in different contexts.

For example, a manufacturing company could design a three-month rotational program where participants spend time in supply chain operations, production planning, and quality assurance. This would sharpen diverse skills and provide a holistic understanding of the organization.

Rotational assignments reduce the pressure of immediate role mastery, offering returnees the flexibility to identify their strengths while delivering measurable contributions.

3. Use Behavioral Science for Confidence Rebuilding

Returning to work after a career break often comes with impostor syndrome and self-doubt. Integrating insights from behavioral science into your program can help participants rebuild confidence while improving performance. Techniques like positive reinforcement, cognitive-behavioral coaching, and gamified goal-setting are especially effective.

For instance, a tech company might implement gamified performance dashboards that reward participants for hitting milestones, such as completing a training module or contributing to a project. Pairing this with regular coaching sessions can help participants reframe their mindset and focus on growth.

Confidence is the foundation of performance. By addressing the psychological barriers returnees face, you set them up for long-term success.

Conclusion

In short, a well-designed returnship program goes beyond surface-level training. You can ensure that your program delivers meaningful outcomes by integrating advanced strategies like competency mapping, rotational assignments, and behavioral science techniques.