If you’re throwing a goodbye bash for a cherished coworker, try not to get overly emotional over your dessert. It’s quite possible they might return. As stated by
Harvard Business Review
study
, 28% of “new hires” consisted of “boomerang hires,” referring to individuals who had left within the past three years but have now returned.
Mindi Cox, who serves as the chief people officer at O.C. Tanner—a company that offers employee recognition and rewards—herself belongs to the category of boomerang employees. In her role as a hiring manager, she has frequently brought back previous staff members as well.
“
Individuals frequently depart from their employment.
Because there’s an opportunity that’s too good to pass up, or they’re going through a particular phase in their lives, similar to what I experienced, which requires them to take a break from their job,” she explains. “These same employees may also develop nostalgia for the culture they’ve left behind and realize perhaps.
The grass wasn’t as lush as they had imagined.
Or that the importance of the salary, job title, or opportunities they were pursuing did not surpass what they already had.
coworker relationships
Or the care they experienced at a former job. There are numerous factors that lead individuals to switch jobs and possibly come back later, but I believe
boomerang employees
They are an underappreciated workforce.”
What boomerangs bring back
An employee returning after leaving temporarily can be seen as a positive indicator for the business, according to Angela Jackson, who wrote the book mentioned.
The Win-Win Workplace: How Flourishing Employees Lead to Business Prosperity
Occasionally, the ideal individuals take some time away to develop personally, acquire new abilities, and come back more resilient,” she explains. “Upon their return, they introduce innovative viewpoints, industry-leading methodologies from outside, and a revitalized dedication to the organization’s purpose. This demonstrates to present staff members that the firm is somewhere worthy of returning to, thereby strengthening employee loyalty.
environment of shared respect and development
.”
Reinstating employees can offer advantages to the organization, with the primary benefit being increased
simpler onboarding
, says Carolyn Walker, global HR director at Tenth Revolution Group, a tech talent provider.
“She notes that someone who knows the business well has a much better chance of hitting the ground running and understanding the subtleties and peculiarities that might usually require extra time to grasp. Additionally, during those critical initial months when a newcomer forms either positive or negative opinions about you, a returning employee is considerably less prone to develop a poor impression.”
Nathalie Carey, the Chief Human Resources Officer at the logistics real estate firm Prologis, states that boomerang employees come back with new viewpoints. “Having
gained new skills
“And experiences from other places can fortify your team,” she states.
Moreover, boomerangs convey a positive message to staff members. “One of our clients greets returning boomerangs with a distinctive pin that they attach to their ID badges,” explains Cox. “This could ease the conversation for individuals who aren’t familiar with this person’s professional journey. They might inquire, ‘I noticed you departed but returned. Can you share your experience?’ Occasionally these returnees
your best evangelists
Regarding all the factors to remain.”
Cox explains that when people leave and then come back, they have addressed their “what ifs” regarding departure. She emphasizes, “We should not discourage discussing one’s experiences.” Furthermore, she notes that since they have returned, it indicates that your organization must be superior compared to where else they could have been working.
Leaving the Door Open
Given that boomerangs can provide value back to your organization, it’s crucial to
stay in touch
Depending on your level of interaction with them, Carey suggests reaching out via individual emails or texts, or through professional networks like trade groups or platforms such as LinkedIn.
She states, “Often, when employees depart, they remain within the same sector, which offers numerous chances to maintain connections and offer mutual benefits. This could involve exchanging information, forming collaborations, or collaborating.”
Companies may similarly uphold formalities
alumni networks
For instance, setting up a LinkedIn group can be an effective approach. As Jackson points out, a prime example is the global consultancy firm McKinsey, boasting numerous participants internationally. “McKinsey maintains strong ties with ex-employees via their McKinsey Alumni Center,” she explains. This platform provides various resources including networking sessions, employment listings, insightful articles, and chances for investments in start-ups led by alumni.”
Exit interviews
Are crucial for fostering boomerang employees. Cox instructs her recruitment team to keep track of individuals who left with regret. When a vacancy arises, they contact these former workers, stating, “We currently have this opening and instantly thought about you. This might be part of your career progression that didn’t materialize earlier. Prior to hiring someone new, we wanted to bring this opportunity to your attention.”
Always
offer encouragement to a team member who decides to depart
To advance their careers, Cox explains. “All too frequently, employees believe, ‘They would have been angry with me,'” she states. “Individuals desire recognition as valuable persons. […] It’s important for us to convey that we care about them personally.”
Beware of the Drawbacks
Jackson argues that rehiring isn’t always beneficial. “The fact that someone suited us well before doesn’t guarantee they will now.”
the perfect match for tomorrow
She explains, “Nostalgia might distort our judgement. Organizations ought to concentrate on whether a reinstated employee brings fresh value, rather than merely considering their past success in the position.”
There is also a danger of
perceived unfairness
“If a returning employee returns with a higher salary or receives preferential treatment, it might convey the impression that loyalty is not highly regarded,” states Jackson.
According to Jackson, the most effective strategies for bringing back former employees revolve around fostering mutually beneficial connections. He emphasizes that organizations must clearly communicate how their workplace culture, goals, and standards have evolved since these individuals departed. Additionally, returnees ought to contribute new perspectives rather than merely relying on past knowledge. For a successful rehiring process, it’s crucial that these employees aren’t simply resuming previous roles but are advancing further within the company.
The primary task for employers is to foster a workplace culture that
individuals may experience nostalgia for
Cox adds, “Encourage them to choose, stating ‘This is where I fit in,’” She continues, “Should they leave, ensure you’re positioned such that they’ll feel the absence strongly enough to want to return.”
This posting initially showed up at
SofTech
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