Once considered pariahs, employees who leave an organization for another job would now be welcomed back with open arms by many employers if they ever wanted to return, new research finds.
Nearly all – 98 percent – of human resources managers said they would be open to rehiring a former employee who left on good terms, according to a study from Accountemps.
"Boomerang employees have a shorter learning curve and may require less training, and have already proven themselves and their fit with the organization, so there are fewer surprises," Bill Driscoll, a district president for Accountemps, said in a statement. "Companies who part ways unprofessionally or don't take seriously the information they glean from exit interviews could miss out on bringing back someone great."
However, even though they might be embraced upon their return, most workers aren't in favor of a second stint with a former employer. The research revealed that 52 percent of professionals would be unlikely to apply for a job at an organization they previously worked at.
Not liking the management, not enjoying the corporate culture, unhappy with their job duties and feeling like the company burned bridges when they left are the top reasons why the employees surveyed wouldn't apply for a job with a former employer. [https://www.businessnewsdaily.com ]
Driscoll said businesses wanting to rehire past employees need to first consider why they left in the first place.
"If they resigned to pursue education, training or a role with more responsibility, having them back may bring new skills and ideas to the organization," he said. "On the other hand, those who quit because of dissatisfaction with management, pay or the corporate culture may still be unhappy if they perceive nothing has changed while they were away."
Accountemps offers several tips for employers wanting to leave the door open for departing staff members:
- Take exit interviews seriously. Don't walk through the motions when conducting exit interviews. Listen to the feedback employees are giving and try to act on the information to improve your work environment.
- Be professional. Even though you might be angry or hurt when an employee resigns, you don't want to make them feel like an outsider or like they are being isolated before they leave. Employees who leave on good terms should be treated as a team member until they walk out the door for the final time.
- Let them know they would be welcomed back. If an exiting employee is someone you would want back in the future, be sure to tell them that. They might not find their new job to be as wonderful as they first imagined and would be eager to return.
- Keep in touch. It never hurts to stay in contact with top performers who leave for another job. It is a good way to stay at the top of their mind if they ever do decide they are in the market for a new job.
- Consider former employees for different roles. You don't have to bring back past employees into the same position they previously held. Many times workers leave and gain new skills and experience when working for someone else. Take that into account when trying to rehire them and see if they might be better suited for a new position or department.
The study was based on surveys of more than 300 HR managers at U.S. companies with 20 or more employees and more than 1,000 U.S. workers employed in offices.