What is a Boomerang Employee?
Boomerang Employee is an individual who leaves a company and then returns to work for the same company at a later time, often after gaining additional experience or skills elsewhere.
Best Practices for Hiring a Boomerang Employee
1. Evaluate the Reasons for Their Departure
Before considering a boomerang employee for rehire, assess why they left the company in the first place. If they left for personal reasons or to pursue new opportunities that they’ve now outgrown, their return could be a good fit. However, if they left due to unresolved conflicts or dissatisfaction with company culture, those issues may resurface. It’s important to understand the factors behind their departure to avoid repeating past mistakes.
2. Assess New Skills and Experiences
A boomerang employee’s time away from the company should ideally have allowed them to develop new skills or gain experiences that add value to the role they’re being considered for. Evaluate what they learned and how it can contribute to their success upon returning. This could include leadership experience, technical skills, or exposure to different work environments.
3. Ensure Alignment with Current Company Culture
Company culture can shift over time. The boomerang employee must align with the current work environment. They might have thrived in the old culture, but that doesn’t guarantee success in a potentially evolved workplace. Discuss changes in company culture since their departure and see how they feel about it. Their ability to adapt is critical for long-term success.
4. Set Clear Expectations
Make sure to set clear expectations for the boomerang employee’s role and responsibilities. They may have been with the company previously, but returning after time away means they need clarity about any changes in the business. Provide them with an updated overview of company goals, team dynamics, and any shifts in policies or procedures. This ensures both parties are on the same page.
5. Be Open to Feedback
A boomerang employee may have valuable insights from their time away. They can provide feedback on what worked and what didn’t from an outside perspective. Consider their input during the rehire process to improve your recruitment practices, team dynamics, or even product development. Their fresh viewpoint could offer opportunities for growth within the company.
6. Foster a Supportive Re-Onboarding Process
Even though a boomerang employee is familiar with the company, re-onboarding is still necessary. Provide them with the tools, resources, and introductions they need to reintegrate. Depending on the length of time they’ve been away, there might be new systems or procedures to learn. Offering a clear onboarding process helps them hit the ground running without feeling overwhelmed.
7. Monitor Their Integration into the Team
Reintroducing a boomerang employee to their old team can be tricky. Colleagues may have mixed feelings about their return, especially if they had differing opinions on why the employee left in the first place. Be proactive in monitoring team dynamics and provide support where needed. Foster open communication so any potential issues can be addressed quickly.
8. Recognize the Value of Loyalty
Boomerang employees can offer a sense of loyalty that benefits your company. They’ve already experienced your workplace and chosen to return. This can be a sign that they believe in the company and its values. Recognize this commitment and use it to encourage retention among other employees. This sense of loyalty can build a stronger, more cohesive team.