14 May The “Boomerang Employee” Effect: Why More Workers Are Returning to Former Employers
In different industries, workers are returning to their former employers. This article will delve into the concept of boomerang employees and what motivates them to return. We’ll also talk about how you can make the most of this emerging trend and use it as a strategy for talent acquisition.
What are boomerang employees?
Boomerang employees are workers who initially leave their companies to pursue other opportunities. After spending time elsewhere, boomerang professionals decide to come back to their previous organizations. They usually bring with them their historical knowledge of your organization as well as new experiences gained during their absence.
The term “boomerang” aptly describes this employment pattern, as it mirrors how a boomerang flies away but ultimately returns to its starting point. This employment trend has become increasingly common in today’s dynamic job market. As an employer, understanding this concept is important because you may encounter former team members expressing interest in rejoining your organization.
Why do professionals return?
The boomerang employee phenomenon has gained traction in recent years as more workers are choosing to rejoin their former employers. This trend reflects the evolving nature of career paths and highlights how today’s professionals approach their work lives with strategic moves rather than a strictly linear progression.
Understanding why employees return to their previous organizations can provide valuable insights, such as what truly motivates professionals in the workplace.
1. Improved role and compensation
Many professionals return to your company because they can now step into more advanced positions with better compensation than when they originally left. During their time away, these employees often gain valuable skills, certifications, and experiences that qualify them for higher-level roles within the previous organization.
For the returning employee, coming back represents a chance to leverage their institutional knowledge while applying their newly acquired expertise in a familiar setting. They often find that returning to a previous employer with a promotion or salary increase makes more sense than continuing to climb the corporate ladder elsewhere.
2. Familiar culture and environment
The workplace culture at your company often becomes a significant factor in drawing former employees back. Many professionals develop a renewed appreciation for your company’s unique culture, values, and operational style after seeing how other organizations function.
They’ve had the opportunity to compare and contrast working environments and may discover that your company’s approach better aligns with their work style and personal values. This realization frequently occurs after experiencing culture shock or misalignment at their new workplace.
3. Established professional relationships
The professional relationships your former employees built within your organization often serve as a powerful motivator for their return. These workers miss the camaraderie and established rapport they had with colleagues and leaders.
Building new relationships from scratch at another company takes considerable time and emotional energy. This causes some professionals to become nostalgic for the connections they left behind. They realize the value of working with people who already understand their strengths, communication styles, and work preferences.
But what can employers gain by rehiring these boomerang employees?
Advantages of Recruiting Boomerang Employees
Professionals often return to previous employers when they recognize enhanced opportunities and benefits available to them. Meanwhile, organizations should welcome these boomerang employees back, as they offer several distinct advantages, including:
1. Lower hiring risks
Hiring boomerang employees significantly reduces the uncertainty that typically accompanies new hires. When you bring back former staff members, you already have knowledge of their work ethic and skill set. This established track record allows you to make more informed decisions about their potential contributions to your team.
Unlike completely new candidates whose interviews may not show the whole picture, boomerang employees have already demonstrated their capabilities within your specific organizational context. You know how they handle your company’s unique challenges and how they interact with team members. This familiarity lowers the risk of a poor hiring decision, which can be costly for your business in the long run.
2. Cost-effective recruitment
Aside from lower financial risks, rehiring former employees can lead to considerable savings in your recruitment budget. The traditional hiring process involves significant expenses, from job postings to multiple rounds of interviews. By considering boomerang employees, you’re able to skip many of the steps in regular talent acquisition.
Furthermore, the reduced time-to-hire also means the role remains vacant for a shorter period. This minimizes productivity losses and overtime costs for team members covering the workload. When added together, rehiring past employees brings in a lot of value for your organization.
Read more: Like a Boss: Unusual Hiring Tips You Hadn’t Thought Of (Probably)
3. Positive employer branding
Welcoming back former employees sends a powerful message about your company as an employer. When professionals choose to return, they essentially validate your organization as a worthwhile place to work. This endorsement enhances your reputation in the talent marketplace and can positively influence how potential candidates view your company.
Current employees also notice when former colleagues return. This can boost their confidence in their own career decisions and workplace satisfaction. A steady stream of returning talent demonstrates that your organization values its people and creates an environment worth coming back to. Additionally, boomerang rehiring practices show that you don’t hold grudges against employees who pursue other opportunities.
3 Best Practices for Employers
From creating a positive employee experience to providing support, rehiring boomerang employees requires specific strategies to be successful. Although it doesn’t require overly complicated procedures, best practices such as the following can help you secure skilled boomerang employees.
1. Create a positive offboarding experience
When employees leave your company, treat their departure as potentially temporary. Create a positive, respectful offboarding experience for them and avoid showing any grudges for their departure. Conduct exit interviews that focus not only on gathering feedback but also on expressing appreciation for their contributions.
To set up your organization for success, make it clear that you view career development as a journey that might include returning to your organization. Provide departing employees with information about staying connected through alumni networks or professional groups your company maintains. This approach transforms what could be an awkward separation into a strategic pause in the professional relationship.
By explicitly communicating your return-friendly culture during this process, you plant the seed that coming back is a viable and welcomed option. Remember that how you treat departing employees directly influences whether they’ll consider returning and what they’ll tell others about your company.
2. Design clear policies on recruiting boomerang employees
Develop formal guidelines addressing how your organization approaches rehiring former team members. These policies should outline eligibility criteria, application procedures, and considerations for determining appropriate roles and compensation.
Clarity around issues like reinstating benefits and recognizing previous tenure can prevent any doubts or confusion among past employees. It can also ensure consistent treatment that can further convince professionals to return.
Make your boomerang-related policies accessible to managers who might receive inquiries from former team members interested in returning. Having established procedures demonstrates your company’s thoughtful approach to talent management. It prevents subjective decisions that could create equity issues or legal complications.
3. Invest in both rehiring and reintegration
While boomerang employees require less onboarding than new hires, they still need structured support when rejoining your organization. Because of this, you need to create a tailored reboarding process that acknowledges their previous experience while addressing changes that occurred during their absence.
Your reboarding designs should include updates on new technologies and processes they need to know or be reminded of. Team structures and company initiatives are other topics you can discuss.
If possible, assign a reintegration buddy who can help your boomerang hires navigate changes and provide context for current projects. It’s also ideal to schedule check-ins during their first few months to address any challenges they might hesitate to mention. Remember that returning employees may feel pressure to perform immediately at full capacity because of their history with your company. So, make it a point to explicitly give them permission to ask questions and take time to readjust.
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