The resurgence of boomerang employees, those who return to a former employer after a hiatus, has become increasingly prevalent, especially in the wake of the COVID-19 pandemic. This phenomenon begs the question: are these returning professionals assets or challenges to their former organisations?
CREDIT: This is an edited version of an article that originally appeared on MTD Training
Boomerang employees are individuals who, after leaving an organisation, choose to come back at a later stage. This trend reflects a shifting perspective on career trajectories and highlights the evolving nature of employer-employee relationships. While some may view their return as a step backward, others see it as a strategic move to leverage past experiences and connections.
The rise of boomerang employees: Stats and trends
Recent studies indicate a notable increase in the number of boomerang employees, particularly following the disruptions caused by the pandemic. Factors such as a desire for stability, improved work-life balance, and a stronger sense of loyalty towards former employers have contributed to this trend. According to surveys, a significant percentage of employees who left during the pandemic have since returned to their previous organisations, citing reasons ranging from better career prospects to a more supportive company culture.
Why employees come back
The motivations behind employees’ decisions to return to their former workplaces are multifaceted. While some are drawn back by the familiarity of the environment and the prospect of rejoining a supportive team, others seek to capitalise on new opportunities for growth and advancement. Additionally, changes in personal circumstances, such as family obligations or lifestyle preferences, may influence their decision to return.
Impacts on organisations
The return of boomerang employees can have both positive and negative implications for organisations. On one hand, these individuals bring with them valuable institutional knowledge, established relationships, and a deep understanding of the organisations culture, which can contribute to increased productivity and smoother transitions. On the other hand, their return may disrupt existing team dynamics, create feelings of resentment among current employees, or raise concerns about their commitment to the organisation.
Integrating boomerang workers
To maximise the benefits of rehiring boomerang employees and mitigate potential challenges, organisations must adopt effective integration strategies. This includes conducting thorough exit interviews to understand the reasons for their departure, providing comprehensive onboarding support tailored to their needs, and fostering open communication channels to address any concerns or issues that may arise during the transition period.
As the phenomenon of boomerang employees continues to gain momentum, organisations must adapt their recruitment and retention strategies to accommodate this trend. By recognising the value of returning professionals, fostering a culture of inclusivity and support, and implementing effective integration practices, companies can harness the full potential of boomerang employees and drive long-term success.
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