How and Why to Embrace Boomerang Employees

18 Apr How and Why to Embrace Boomerang Employees

Once upon a time, when an employee gave their notice to leave a company, it was like ending a relationship. Both sides shook hands, parted ways and that was that, never to reconnect again. 

But things have changed. Sometimes the grass is not always greener on the other side of the job fence. Sometimes a manager realizes the depth and breadth of knowledge an employee took with them when they left and tries to win them back.

These days, employers are more open to considering hiring these so-called “boomerang employees,” those who left but want to come back, because it is beneficial for all parties. 

Here’s how your company might benefit from bringing back employees who are interested in rejoining your team. 

1. The return of knowledge and experience. Depending how long the employee was gone, it’s possible they can slide right back into their old job — if that’s what they’re after — with minimal training and onboarding and, instead, pick up right where they left off. They won’t need the same investment of time up front as a brand new hire and won’t need to be walked through the same onboarding process, saving the company time and money when it comes to getting them started. The employee also can offer mentorship and advice to other new employees because they’ll have the experience and training to show them the ropes right away. 
2. They’re also bringing new information back to your company. If the employee left to work for a competing company, they’re going to have information about how that other place operated, what they’re working on, what methods and tools they’re using. Not that you’d ask your re-hired employee to act like a spy, but they can share insight into different procedures and ways of addressing problems that might be brand new to your company. While you’re getting the benefit of having someone familiar with the way things work under your roof, you’re also getting valuable new information about how other places are doing things, which can help your team improve their efforts and efficiency. 
3. If you re-hire, check their references. If the employee looking to return to your company only spent a short time at their other job, have a conversation with them about why they’re interested in coming back. Was it just a bad fit? Was the culture so different that it changed their view of the company? Make an effort, also, to get in touch with their supervisor at the new company and see how things went. Get both sides of the story. Maybe it was simply a bad fit; maybe there were problems with other workers or managers; maybe the other company had to downsize. Whatever the case, weigh the good against the bad before making an offer. 
4. Discuss any previous highs and lows. The good thing about bringing someone back under your roof is you already have a sense of who they are. If this was a stellar employee, someone you were sad to see leave, let them know you’re glad they’re interested in coming back. Talk about their work experience before and what you hope they’re bringing back with them. If there were personnel issues — whether that’s disagreements with other employees, a bad attitude toward management or difficulty with some skills, anything that caused stress in the past — try to address those issues up front. See whether it makes sense to bring this employee back without damaging the current team you’ve put together. 

If a former employee is trying to “boomerang” their way back to your team, make sure it will be an asset and a gain for all parties involved. Don’t bring them back just to fill a vacancy; bring them back because they were missed and can be an important, integral member of your team going forward, then thank your lucky stars they decided to return. 

If you’re looking for other employees, it might be time to call LeadingEdge Personnel. We have excellent, hard-working candidates who are ready to bring their skills to your company and are eager to get to work. Call LeadingEdge today and let’s help you meet them.