Boomerang employees (who return after leaving a company) may already have good relations with other team members. This makes their integration to the team’s 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 reboarding 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 Boomerang?

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 left 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 an employee who was a valuable past employee comes back with additional skills & knowledge.

Be Conscious of Probable Drawbacks

There is always the possibility that a boomerang could leave again. However, if someone comes back, there is a good reason for their return. So do not interpret their previous absence as indicating that they’re not loyal.

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.

Leadership should develop connections with their employees, whether former or current. 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 be a vital part again. Employees, who are connected and feel that 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 fulfil their own needs. The excellent benefit of a boomerang employee is that, typically, after they return, they are more committed to their work with more committed than they had been before and can turn out to be your most effective long-term loyal employees.

Conclusion

The study will undoubtedly provide more information about the boomerang phenomenon; however, we hope this article can overview the phenomenon to help you develop your plan. We believe that those businesses that can best utilize these growing applicants will be better positioned to gain a competitive advantage.

Have you rehired any employees? How is it working out for you and your company? We would love to hear from you. Please contact us today.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professionals.

All articles, quotes, and material in this newsletter are copyrighted by our associate Gary Sorrell, Sorrell Associates, LLC ©. No part can be reproduced in any form without specific written consent. All rights reserved worldwide. Thank you!