Should we retain our good employees or Great Talent if they come again after left over the Organization and Should we re-hire a former employee?

Every organization has to ensure their employees are happy and satisfied. Employee/ Teams of Employee motivation plays a crucial role in team-building, and a motivated group of employees can achieve the impossible. Getting a team of employees to put in their best effort is only possible when morale is high.

Management must take steps to ensure their employees are satisfied with what the workplace has to offer. Organizations that have a healthy work environment are known to have a high employee retention rate. It’s the little things you do that make a big difference at the workplace.

When employee efforts are acknowledged with recognition and rewards, they will be motivated to work harder even more harder than previous.Thoughtful appreciation messages and notes that praise workers for their effort can greatly contribute towards fostering and creating a healthy work environment, profits and preventing turnover prevention.

EARLIER EMPLOYEE WAS PERFORMED AVERAGELY

(SET-BACK)

When an employee or a group of employees performs exceedingly well in the workplace, management should reward employees for their performance. Words of praise bring out the best in employees, and thoughtful appreciation messages play a pivotal role in transforming minds positively.

Typically, an appreciation message or note contains words of gratitude for the outstanding effort put in by an employee. Employees feel happy and motivated when they receive messages of appreciation and bonus incentives from management. They'll also feel a sense of pride and belonging when their accomplishments are recognized and appreciated. Ultimately the efforts credit should be given to employee only and NOT to their Bosses/HODs Or Team Leads.

SHOULD WE RETAIN OUR GOOD EMPLOYEE(S) IF THEY WANT TO COME BACK AGAIN AFTER LEFT OVER THE ORGANIZATION?

Deciding whether to rehire a former employee who has expressed interest in returning to the company involves careful consideration of various factors. Here are some points to consider when evaluating whether to retain a good employee who wishes to return after leaving:

1. Reasons for Departure: Assess the reasons why the employee left in the first place. If they left due to factors within the company's control, such as dissatisfaction with their role, lack of career growth opportunities, or issues with the work environment, consider whether those factors have been addressed since their departure.
2. Performance History: Evaluate the employee's performance during their previous tenure with the company. Were they a high performer who made valuable contributions to the team and achieved positive results? A strong performance history may indicate that the employee is worth rehiring.
3. Exit Interview Insights: If the employee participated in an exit interview before leaving, review any feedback they provided about their reasons for leaving and any suggestions for improvement. Addressing the issues raised in the exit interview can help prevent similar issues from arising if the employee returns.
4. Company Needs: Consider whether the employee's skills, experience, and expertise align with the current needs of the company. Will their return contribute to filling critical gaps or meeting strategic objectives?
5. Cultural Fit: Assess whether the employee is a good cultural fit for the organization. Do they share the company's values and demonstrate alignment with its culture and norms?
6. Impact on Team Dynamics: Consider the potential impact of rehiring the employee on team dynamics and morale. Will their return be well-received by their former colleagues, or could it disrupt team cohesion?
7. Reintegration Plan: Develop a plan for reintegrating the returning employee into the team and addressing any concerns or apprehensions they or their colleagues may have about their return. Providing support and guidance during the reintegration process can help facilitate a smooth transition.
8. Opportunities for Growth: Discuss with the employee their career goals and aspirations to ensure that there are opportunities for growth and development within the company upon their return.

SHOULD WE RE-HIRE A FORMER EMPLOYEE(S)?

Deciding whether to rehire a former employee(s) depends on several factors, and there isn't a one-size-fits-all answer. Here are some considerations to help you make an informed decision:

1. Performance and Conduct: Review the former employee's performance and conduct during their previous tenure with the company. Were they a strong performer who contributed positively to the organization? Did they adhere to company policies and values? If the employee left on good terms and had a track record of success, rehiring them may be a viable option.
2. Reasons for Leaving: Understand why the employee left the company in the first place. If they left due to reasons that have since been addressed or changed within the organization, such as lack of advancement opportunities or dissatisfaction with management, they may be more likely to consider returning.
3. Skills and Experience: Assess whether the employee's skills and experience align with the current needs of the company. Consider whether their expertise could fill a gap in the organization or contribute to achieving strategic objectives.
4. Cultural Fit: Evaluate whether the employee is a good cultural fit for the company. Consider how well they align with the company's values, norms, and work culture. Rehiring a former employee who shares the organization's values can help maintain cohesion and alignment within the team.
5. Impact on Team Dynamics: Consider the potential impact of rehiring the former employee on team dynamics and morale. Will their return be welcomed by their former colleagues, or could it disrupt team cohesion? Assess how their reintroduction to the team might affect existing relationships and workflows.
6. Rehire Policy: Review the company's rehire policy, if one exists, to ensure compliance with any guidelines or procedures regarding rehiring former employees. Consider factors such as eligibility criteria, waiting periods, and any stipulations related to performance or conduct during previous employment.
7. Interview and Assessment: Conduct a thorough interview and assessment process to gauge the former employee's current skills, motivations, and readiness to rejoin the company. Use this opportunity to discuss any changes or improvements since their departure and ensure alignment with the organization's current objectives.
8. Legal and Practical Considerations: Consider any legal or practical implications of rehiring the former employee, such as non-compete agreements, severance agreements, or changes in employment laws that may affect the rehiring process.

SOMETIMES COME-BACK IS ALWAYS BETTER & BIGGER & GREAT THAN SET-BACK

PRESENTLY EMPLOYEE PERFORMING OUTSTANDINGLY

(COME-BACK)

Ultimately, the decision to rehire a former employee(s) should be based on a thorough assessment of their fit with the company's needs, culture, and objectives, as well as their past performance and reasons for departure. If the employee is a good fit and their return aligns with the company's goals, retaining them can be beneficial for both parties. And the decision to rehire a former employee should be based on a comprehensive evaluation of various factors, including their past performance, reasons for leaving, current fit with the organization, and potential impact on team dynamics. If rehiring the employee aligns with the company's goals and values, it can be a valuable opportunity to leverage their skills and experience for mutual benefit.