"The Boomerang Effect: Why Employees Leave and Return to Their Former Jobs"

 

In this post, let's discuss why long-time employees leave and return to their old jobs.

Have you ever noticed that some employees leave their jobs after a long time and return later? This phenomenon is called "boomerang employees." It's becoming more common, and it says a lot about how people think about their careers and workplaces.

So, why do long-time employees leave their jobs in the first place?

Well, one reason is that they might be looking for new challenges and opportunities for growth. A Gallup study found that 87% of millennials consider professional development important in a job, and other generations are not far behind. Dr. Susan David, an organizational psychologist, says that employees often leave when they feel they've outgrown their roles and see no room for advancement.

 Another reason is burnout and job dissatisfaction. When employees are in a job for a long time, they might start to feel exhausted, unmotivated, or frustrated. Leaving the job can be a way for them to recharge or find a workplace that better aligns with their values.

Personal life changes can also prompt employees to leave their jobs. For example, they might need to relocate, care for a family member, or deal with a health issue. Companies that offer flexible work options, like remote or hybrid work, are better positioned to retain employees during these transitions.

And then there's the financial aspect. A higher salary or better benefits elsewhere can be a big draw for even loyal employees.

Now, let's talk about why employees might return to their old jobs.

One reason is familiarity and comfort. Former employees might find that their old workplace offers a sense of stability and familiarity. They might miss the camaraderie, work environment, or alignment with the company's mission.

Another reason is that the grass isn't always greener. Employees might discover that their new job doesn't meet their expectations, and they might return to their old job because it's a better fit.

Time away can also provide clarity about what employees truly value in their careers. They might return to their old job after gaining new skills or seeking roles that align with their refined goals.

Finally, companies might evolve and introduce new policies, benefits, or leadership that appeal to former employees.

So, what are the benefits of rehiring boomerang employees?

For one, they're already familiar with the company's culture, processes, and expectations, which reduces training time. They also tend to feel a renewed sense of loyalty, and they bring back fresh insights gained from their experiences elsewhere. And, rehiring is typically less expensive than recruiting and training new talent.

However, there are also some challenges to consider.

For example, current employees might feel overlooked if former employees are rehired. Even returning employees might need time to adjust to changes within the company. And, if the reasons they left were not addressed, similar challenges might arise again.

So, what can employers do to make the most of rehiring boomerang employees?

One thing is to maintain positive exit processes. This means offering support, providing career transition resources, and leaving on good terms. Employers can also stay in touch with former employees through alumni networks or newsletters, and create an open-door policy that encourages them to return.

Before rehiring, employers should also evaluate whether the returning employee aligns with the company's current needs and culture. They should assess their growth, set clear expectations, and address any potential conflicts or past issues.

Finally, employers can leverage boomerang success stories to inspire current and former employees. This can be done through internal communication, social media, or even featuring returning employees' testimonials.

So, what are the takeaways for employees considering a return?

First, evaluate the reasons you left and whether they've been addressed.

Second, consider the new role and whether it aligns with your current skills and career goals.

Third, communicate openly with your employer about your reasons for leaving and returning.

And finally, build on your past experiences and use the insights and skills you've gained elsewhere to contribute meaningfully upon your return.

Ultimately, the trend of employees leaving and returning reflects the evolving nature of work and the importance of maintaining professional relationships, even after parting ways. By fostering open communication, supporting career growth, and creating positive exit processes, companies can build a workplace culture that encourages lasting loyalty.