Written by Rachel Schremp, Senior Consulting Associate
Boomerang employees – who are they? Where did they come from? And how do we ensure that we are making the right decision to rehire a boomerang employee?
These are all valid questions, and while this isn’t a new topic, it is becoming a ‘boomerang’ topic – pun intended – in that it is resurfacing as a relevant conversation in the world of occupational psychology and talent acquisition today. That being said, let’s explore who these employees are, what they bring to the table, and when to proceed with caution.
What are boomerang employees?
What – or more accurately, who – boomerang employees are is simple. Boomerang employees are individuals who left their previous organisation willingly and have decided to return after some time away. They may have left for what they thought was a better opportunity at a different organisation, or perhaps for more personal reasons.
But what is causing the phenomenon of boomerang employees? Several sources say employees are returning to their previous organisations following The Great Resignation during and immediately following the COVID-19 pandemic. Some have reported that they were better off at their previous organisations and were a little too hasty in their departure.
Boomerang employees are looking to return to their previous organisations for various reasons, including stability in the workplace, familiarity in the work they do, and wanting to return to working with good managers. Harvard Business Review also found that the new companies weren’t always delivering on the promises made during the hiring process, leading to the boomerang decision.
How do boomerang employees help companies?
As it turns out, there are a number of benefits when it comes to rehiring previous employees. Below are four different ways that boomerang employees help companies:
1. Boomerang employees bolster a sense of loyalty within the organisation.
It may sound counterproductive at first glance when you think about the fact that this employee initially chose to leave the company. But when returning to the organisation as cited by Forbes, they are essentially saying, “this is a great place to work.” Boomerang employees left the company and came back – that says something, and their colleagues will see it, too. Returning signals a positive culture which could, in turn, encourage current employees to stay.
2. When they return, boomerang employees likely bring fresh insights from their experiences.
When used properly, feedback from boomerang employees can be used to make improvements to the organisation. It is likely they will talk about the experiences they had while they were away. These experiences could include onboarding processes at other organisations, effective communication styles across the business, and knowledge into compensation and trending employee benefits. If those experiences were positive, all you have to do as the incumbent employer is listen and see what you can incorporate into your workplace.
3. They can typically get up to speed much quicker than a hire completely new to the business.
Boomerang employees are familiar with the organisation and tend to progress faster than a brand-new hire, even if they are brought back in a different position or department. If they are returning to the same role, they may have some learning to do in order to get up to speed with any updates, but generally speaking it is a much quicker and easier learning curve. This allows them to jump into productive work sooner.
4. Boomerang employees tend to perform better than their peers.
Because they left and came back, their levels of job satisfaction and organisational commitment are higher and will tend to outpace their peers. Outside perspectives and experiences can be a strong motivator, especially when it is discovered that the grass is not always greener on the other side.
What are the drawbacks of hiring a boomerang employee?
As with nearly everything in life, there are potential risks to rehiring a previous employee. Not everything can be sunshine and seamless transitions. Therefore, organisations can sometimes experience the following drawbacks with rehiring boomerang employees:
- Expectations may not be what they were hoping for. In their absence, the organisation may have gone through some changes that boomerang employees were not expecting to have to catch up or adapt to. They may still expect the culture and structure to be the same as when they left, leading to some disappointment when they rejoin. Or they may find it hard to adapt to the changes. This may be especially true if the team they were once a part of has changed or disbanded as part of structural changes within the organisation.
- Fresh perspectives may not always come with the rehiring of a previous employee. While they may be familiar with the organisation, boomerang employees may not bring the new ideas the organisation was hoping for to spark innovation.
- Some resentment may occur. While it is likely that most current employees would see the return of a previous employee as a good sign of company culture, there could be resentment if boomerang employees are rehired at a higher salary or position.
How do you ensure a positive ROI on boomerang employees?
Rehiring a previous employee can pay dividends, but there are some important things to consider that should be addressed during the hiring and onboarding process. First, be sure to communicate clearly about what may be different when a boomerang employee returns. This includes understanding why they left the first time and whether those items have been addressed since. It also means updating them on any changes that have occurred during their absence – such as team changes, policy changes, etc. – and why those changes have taken place.
You’ll also want to be sure to set proper expectations. As mentioned, boomerang employees may be expecting everything to be the same when they return. Setting those expectations from the beginning of the rehiring process will be imperative to ensure a smooth and successful rejoining. It will also be important to let a boomerang employee’s previous team know of the rehire, so they are aware and prepared, and any issues from the original team dynamics can be resolved.
Boomerang employees: A win-win for talent and employers
As with any business decision, it is important to be educated on the pros and cons of rehiring boomerang employees. In this case, there are likely to be more benefits than drawbacks if they left the company of their own accord and are choosing to come back. There is a balance to be considered and steps that should be taken to ensure those benefits continue to outweigh the possibilities of the rehire going sour. But when done correctly, the organisation will be reaping the rewards of an employee who knows the organisation, will have a minimal learning curve to get up to speed, and who truly wants to be there.
About the author: Rachel Schremp is a Senior Consulting Associate at Talogy. She received both her MA in TESOL and her MA in Industrial/Organisational Psychology from Southeast Missouri State University. Rachel has a wide range of interests and experiences including training, leadership and organisational development, and company culture. At Talogy, she enjoys managing talent development programmes for her clients and helping them select candidates with the right fit. Collaborating with others and facilitating initiatives to foster a positive culture give her the opportunity to stretch her creativity and social skills, two things she tries to do as often as she can.
