The phenomenon of “boomerang employees” – workers who leave their employer and return to it after some time – is increasingly common. Do these employees bring more value or do they create more complications for the company?
Boomerang employees present both new opportunities and challenges for companies. They are a specific group of workers who, while they can bring significant benefits to a company, also pose some risk. The key to their successful integration is understanding their motivations, realistically assessing the benefits and risks, and creating conditions that foster both loyalty and effectiveness.
What are boomerang employees?
Boomerang employees are workers who, after leaving a company, whether for personal or professional reasons, find that their former work environment offers better conditions and decide to return.
Their motivations vary from homesickness for the company culture to the attraction of better working conditions to disillusionment with their new position. This trend is becoming increasingly common, especially in the era of the “The Great Resignation” when many workers are looking for a work environment that better matches their expectations and values.
The Great Resignation is a term used to describe the massive wave of job losses that began around 2021, following the covid pandemic. This phenomenon reflects changes in attitudes towards work that have been triggered not only by the pandemic but also by long-term pressures on employees, such as work stress, low wages or lack of work-life balance.
Motivation to return or why do employees return?
There are a number of reasons why people choose to return to their former employer. Some of the main ones include:
- Familiar environment: people often prefer stability and a familiar work environment that eliminates the stress of adjusting to new conditions.
- Changing priorities: Career and personal goals can change over time. What an employee previously considered important may suddenly become less so, and vice versa.
- Company culture: If the culture or management has changed for the better, the former employee sees the return as an opportunity for a better work experience.
- Financial stability: Returning to a previous job is usually associated with better financial conditions.
- Workplace relationships: Good interpersonal relationships can also play a key role in the decision to return.
Benefits of boomerang employees for the company
The re-employment of boomerang employees brings with it a number of benefits that make them an attractive option for companies:
- Quick adaptation: these employees already know the company environment, work processes and expectations. This makes their training faster and less costly.
- Loyalty: returning to the company shows recognition of the company’s values and culture, which strengthens the loyalty of the returnee.
- New perspectives: a boomerang employee brings with them new work experience gained outside the company – which can be turned into innovative ideas or used to improve workflows.
- Lower costs: Recruiting boomerang employees is less expensive because the employer does not have to invest as much time and money in training and adapting them.
- Improved team dynamics: If an employee has maintained good relationships with former colleagues, their return can boost team spirit.
Risks associated with boomerang employees
The return of boomerang employees is not always without risks. The most common problems in their re-employment include:
- Negative reasons for leaving: If an employee left under adverse circumstances, such as conflict or unsatisfactory performance, returning can be problematic.
- Unclear motivation: If an employee is unable to clearly explain the reason for their return, it most likely indicates a lack of long-term commitment to the company.
- Long absence: Extended time away from the company means that the employee has lost touch with the company’s current processes, technology or culture.
- Risk of re-leaving: If an employee has left the company once, this scenario is more likely to happen again.
- Impact on other employees: the return of a boomerang employee creates mixed feelings among other team members, especially if it gives the impression that the former employee can afford better terms than those who remained loyal to the company.
How to effectively manage the return of boomerang employees?
In order for the reintegration of a boomerang employee into the company to be successful, it is necessary to proceed with caution:
- Thorough assessment: employers must evaluate why the employee left, what he or she will bring back and what his or her contribution to the team will be.
- Individual approach: Boomerang employees are not new employees, but neither are existing employees. Therefore, it is advisable to tailor the training process to their specific needs.
- Transparent communication: It is important that the employer clearly communicates the conditions of return and its expectations. Likewise, the boomerang employee should openly share his or her motivation and career goals.
- Team involvement: Employers should take into account the views and concerns of current employees and ensure that the boomerang employee’s return is received positively.
- Encourage long-term collaboration: the company must create conditions that allow the boomerang employee to fully engage with the team – only then will he or she be able to contribute to the long-term development of the company.
The decision whether to rehire a former employee should be based on an individual approach and a careful consideration of all factors. If this process of hiring a boomerang employee is handled well, his or her return can be a valuable asset not only for the employee but also for the company. If you’re interested in management trends, check out the MBA Marketing Management and International Business programme, ithat will provide you with a broad range of knowledge and skills necessary for a successful management career in international marketing and business..
