A Second Chance for Returning Employees

In this article we will discuss why leaving the door open for returning employees is important.

As any organisation knows, employees come and go. It’s a natural part of the economy of talent, and it shouldn’t be seen as the end of the relationship with a former employee. In fact, it could potentially lead them back to your company at some point. The key is to recognise that leaving an organization is often a natural cycle of an employee’s career.

But how would you know if they are worth your reacceptance?

Although boomerang employees can be a valuable addition to your workforce, you’ll still need to properly screen them before extending an offer. In addition, there are several steps involved in cultivating these prospective candidates. The following strategies can help you create clear and compelling pathways that will make it easier for boomerang employees to return to your organisation.

First, take the time to assess why the employee left in the first place. If they left due to dissatisfaction with their previous role, inquire about what they’re looking for in a new position. You’ll also want to find out if they’re open to relocating, as this may impact their ability to return to your organisation.

Once you’ve gathered this information, reach out to the employee and express your interest in having them come back. Be sure to mention how their skills and experience would be a valuable asset to your team. 

Finally, extend a formal offer that includes all the details of the position, such as salary, benefits, and start date. By taking these steps, you can successfully attract and retain boomerang employees.

But what if your employee already made a final decision to leave? More of it’s-not-you-it’s-me type of situation.

So here’s how you do it.

It’s time to remove the stigma and normalise leaving the organisation. Believe it or not, there are still some organisations that regard an employee leaving as betrayal and this kind of attitude doesn’t leave a good impression on both parties – it’s neither inviting nor supporting those employees who might otherwise consider returning some day and breed animosity. 

Eliminating the stigma of resignation and viewing them as a normal part of employees’ career progressions is the first step in leaving the door open for them to return someday. Normalising departing the organisation starts at the beginning of the talent pipeline.

Provide an excellent employee experience. A key part of retaining good employees is ensuring they have a positive experience while they are with the company. This may seem obvious, but it is often overlooked. Good talent managers view employees as consumers: If they don’t have a positive experience, they likely won’t even consider returning as an option. Therefore, it is crucial to create a workplace that is enjoyable and fulfilling and where people feel safe. 

This can be done through various means, such as providing good training and development opportunities, offering competitive benefits, valuing them, allowing them to have a voice, remunerating them based on market, supporting them and creating a positive work-life balance. When former employees have a good experience, they are much more likely to return if the need ever arises. As such, creating a positive employee experience should be a key priority for all companies.

Build a good off-boarding experience. Gallup's research on employee engagement has shown that a positive exit experience is crucial for maintaining a good reputation. Employees who have a positive experience when they leave an organisation are 2.9 times more likely to recommend that organisation to others which in this day and age is extremely important given the war for talent we are currently experiencing. 

This is also because a positive exit experience can help reinforce the employee's opinion of the organisation and their former colleagues.

Furthermore, a positive word-of-mouth recommendation is one of the MOST powerful forms of advertising. It is important to remember that every employee who leaves an organisation is a potential ambassador for the company. Therefore, it is essential to make sure that they have a positive experience when they depart. By ensuring that employees have a positive exit experience, organisations can help build their reputation, attract new talent and have brand ambassadors for the company well after they have left.

Be blunt that the door is open. Let’s admit it. No one likes to see an employee leave particularly high performers, but sometimes it’s inevitable. When an employee gives their notice, it’s really important to end on a positive note.

One way to do this is to genuinely let them know that the door is always open, either if things don’t work out in their new job or after they gain further experience elsewhere. This sends the message that you value their contributions and want them to be successful, even if it’s not with your company. It also shows that you’re confident in your own ability to attract and retain top talent. As a result, letting them know that the door is always open can help to build goodwill and maintain a positive relationship with former employees.

Create a flourishing and credible alumni program that adds value. Alumni programs can be powerful drivers of brand advocacy, business development, and talent management. Yet, a study by Gallup showed that only 12% of former employees strongly agree that they’re a part of their prior employer’s alumni network. This is by far one of the biggest areas of untapped opportunity. By investing in alumni relations, companies can create a loyal and enthusiastic base of customers, advocates, and employees.

LinkedIn groups and email newsletters are great examples of how alumni functions can help to keep former employees connected with their old organisation. By sharing company updates and job postings, alumni can stay informed about what's going on and potentially even find new opportunities. 

Additionally, alumni functions can be a great way for organisations to keep in touch with their former employees and build relationships that could last a lifetime. By staying connected with their alumni, organisations can not only cultivate goodwill but also tap into a valuable resource for advice, mentorship, and support.

Keep in touch. When an employee leaves your company, it’s important to make sure you have their contact information so you can keep in touch. You may want to ask them to opt in to future communications, such as newsletters or announcements about new products or services. This way, you can keep them updated on what’s happening at your company and let them know about any new opportunities. If they opt in, you can also add them to your internal network so they can stay connected with their former colleagues. Asking for departing employees’ contact information and getting their permission to stay in touch will help you maintain a strong network of former employees.

Be organised. In addition to keeping in touch, it’s important to keep track of data and be organised. The most effective way to do this is through some type of CRM or applicant tracking system. CRMs help you store and organise your data, as well as track interactions with alumni. This means that you can easily pull up information on an alumnus when you need it, and you can also see at a glance how often you’ve been in touch with each alumnus.

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While it may be difficult to see an employee go, especially if they’ve been with the company for a long time and are a high performer, it’s important to remember that this is often a natural evolution. By using the strategies we’ve outlined, you can continue to cultivate the relationship and leave the door open for them to return at some point in the future depending on how you have treated them during offboarding.

Have you had any experience with employees leaving your company? How did you handle it?

Book a consult with our team of experts – we would love to help you attract and retain top talent. There are a number of strategies we can use to assist your business.