Have you heard of the phrase the 'Boomerang Employee'??
It is someone who previously worked for an organisation and left but later returns to work there again.?
Whilst there have always been cases of leaders exiting a business to gain more experience and exposure who then return in a more senior or alternative role, the term Boomerang employee has gathered pace in recent years due to the amount of individuals who left their employment for?pay rises, or promises of a better work life balance etc and for some, the grass hasn't been greener after all, which is why there has been a much larger shift to those who are considering returning to an ex employer.?
I ran a recent poll and these were the results.
93% of employers said they would hire an ex employee.
71% of employees said they would return to a previous employer.
Some of the benefits of employing a boomerang employee are:
- Familiarity with the company culture: Boomerang employees are already familiar with the company's culture, values, and expectations. This means they can adapt quickly to the work environment and are less likely to need additional training.
- Increased loyalty: When an employee returns to a company, it shows they have a strong connection to the organisation. They are more likely to be loyal and committed to the company's success, and they may even become advocates for the company within their personal and professional networks.
- Boosted morale: Having a former employee return to the company can boost morale among current employees. It can create a sense of community and help employees feel that their company is a desirable place to work.
- Cost savings: Hiring a boomerang employee can be more cost-effective than recruiting a new employee. The company may not need to spend as much time and money on training and onboarding, and the employee may already have valuable skills and experience that can benefit the company.
- Reduced diversity: Hiring the same employee back may limit the diversity of perspectives and experiences within the organization. This could lead to groupthink and a lack of innovation.
- Burnout: If the reason the employee left the first time was due to burnout, they may be at risk of burning out again if they return to the same role or department.
- Resentment from other employees: If the boomerang employee is given special treatment or perceived to have an unfair advantage over other employees, it could create resentment among the team.
- The same issues may arise: If the employee left due to issues with management, company culture, or job responsibilities, those issues may still exist when the employee returns. This could lead to the same problems occurring again.
- Limited fresh perspectives: While boomerang employees may bring valuable experience and knowledge to the table, they may also be less likely to challenge the status quo and offer fresh perspectives.
Overall, having boomerang employees can be beneficial for both the company and the employee. It can lead to increased loyalty, a sense of community, and cost savings, while also providing the employee with new opportunities for growth and development, however, it is important to weigh the pros and cons of hiring a boomerang employee and consider whether it's the right decision as well.
If you are considering future talent options and want to think about making the most of boomerang employees, it makes sense for employers to consider these few basic steps:?
- Conduct 121s with all your direct reports: An open and transparent conversation where the employee is encouraged to give feedback on why they have stayed, what they like, dislike and what they might change.?
- Exit interviews with all those leaving your company, these are key to get to the 'what is causing employees to leave' vs 'what they might like improved'.?
- Reach out to any employees you may have lost and consider regular keep in touch points.?
