Boomerang Employees: Why You Should Welcome Them Back With Open Arms

Boomerang Employees: Why You Should Welcome Them Back With Open Arms

July 27, 2022
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Boomerang employees (who return after leaving a company) may already have good relations with other team members. This makes their integration to the team and the company culture much more convenient and accessible to transition.

Important Factors That Must Be Considered

Hiring and onboarding new employees is significantly more costly and time-consuming than hiring and re-boarding ex-employees for managers/CEOs. Boomerang employees have competencies in their businesses, its product, the processes procedures, and work more efficiently.

How To Identify Pleasing Boomerangs?

Those who left the company on good terms tend to be the best boomerang employees. However, some leave for personal reasons like personal family issues or may have been caught up in the downsizing due to the pandemic.

Others leave to gain knowledge or explore new opportunities and advance their career. Finally, they return after acquiring new knowledge and can add additional value to the business they are rejoining.

Former employees can advance in their profession while gaining new perspectives. In addition, employers can benefit from this expansion and new perspectives once a valuable past employee comes back with additional skills & knowledge.

Be Conscious of Probable Drawbacks

If someone comes back, there is a good reason for their return. But, do not interpret their previous absence as indicating that they’re disloyal.

Be certain you know the reason the employee quit originally. Then, if there were real concerns or issues, resolve them before bringing them back. Regardless of how small or insignificant the reason for leaving, if not addressed, they could be a reason for stress within the workplace and relationships.

Another issue is the timing. Former employees who return after a long absence can be unable or unwilling to adjust to the changes in business that happened during their absence. Communication is key.

How to Motivate Returns

According to Kathryn Minshew (CEO and co-founder of The Muse, a job website for career advice), when an employee leaves and wants to return, you can encourage them to do so by telling them they’re welcome to come back with open arms. Possibly praise them for things they did well in the past as you bring them back onboard.

According to Sharon Steiner Hart (executive coach at Talking Talent, a coaching firm that helps businesses build inclusive environments), says Establishing a company culture that promotes belonging is essential.

She said it should be simple for employees to return and quickly become a vital part again. Employees, who are connected and feel their opinions are valued throughout the company, are more likely to re-engage again in the event of an opportunity.

Boomerang employees are not a new thing. So, it shouldn’t come as a surprise that we’re beginning to witness this phenomenon grow to the same rate as employees who leave, mainly when many of them go to fulfill their own needs. The excellent benefit of a boomerang employee is that, typically, after they return, they are more committed to their work than they had been before and can turn out to be your most effective employees.

Conclusion

We hope this article can overview the phenomenon to help you develop your plan. We believe businesses that can best utilize these growing applicants will be better positioned to gain a competitive advantage.

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