“I quit (but when I come back, I’ll be better)”
Quitting has long been considered an act of high treason, and the rise of “boomerang employees” is doing little to change that. This curious phenomenon brings its own set of questions: why did they leave? And how can reinstating them benefit you?
An off day, the need to explore your potential, to refocus. There are any number of reasons for deciding to resign. The “boomerang employee” is one who comes back after having explored other employment vistas. Remember that there are certain considerations to be made before reinstating such employees, including the circumstances of their initial departure and whether or not reinstating them might offend employees who have remained loyal.
The boomerang employee can present significant advantages: they are already familiar with what you offer and/or your products; they will bring a renewed perspective to your professional activities; and they have new skills, ideas, and real motivation to settle in to your team for the long term. Generally speaking, this kind of return is long-lasting, a quality that has become even more valuable now, when the most coveted talents can bring about major turnover.
So give these returnees to the fold a chance: put aside your emotions and focus on what they can bring to your company. And if you yourself are a “boomerang manager,” resist the urge to wax poetic about the good old days and stay focused on the added value that you can bring to your team.
Learn more :
“Salariés, ils sont partis de leur boîte… Pour mieux revenir” (Employees are Leaving Their Companies…To Come Back Even Better), by Claire Aubé (Capital.fr, January 2019).
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