The workplace landscape is changing, with one fascinating trend rising to prominence: the re-engagement of former employees, also known as ‘boomerang employees’. These are individuals who leave an organization and later return, bringing with them a wealth of external experience and renewed commitment. For businesses striving for long-term success, leveraging this resource is more than a trend - it’s a strategic advantage, and we’ll tell you why!
So, why do employees boomerang in the first place?
Employees leave organizations for various reasons: career advancement, a desire to explore different industries, or personal changes such as relocation. However, they often leave on good terms, valuing the company culture, leadership, and growth opportunities they experienced, and when these individuals consider returning, it's typically because the company offers what others may lack: familiarity, support, and alignment with their values.
In fact, a recent poll found that 71% of professionals would consider returning to a previous employer under the right circumstances, and companies fostering strong alumni networks and maintaining connections with former employees stand to benefit from this openness.
The Strategic Value of Boomerang Employees
1) Boomerang employees already understand the company’s culture, processes, and expectations, this familiarity allows them to integrate quickly, reducing onboarding time and associated costs.
2) Having spent time away, boomerang employees often return with new skills, experiences, and industry insights, this ‘outside-in ’perspective can fuel innovation and improve team dynamics.
3) A returning employee sends a strong signal to the current team: the organization is worth coming back to, which reinforces a positive perception of the workplace, bolstering morale and loyalty.
4) Rehiring a known candidate reduces the uncertainty associated with hiring new talent because their prior performance and cultural fit are already proven, minimizing recruitment risks.
By recognizing the potential of boomerang employees, organizations can bridge recruitment and retention strategies, thereby building a culture that supports long-term career partnerships, where employees know they can leave and return, creates a workplace where trust, respect, and mutual growth thrive.
Retaining the ability to re-engage high-performing employees is a strategic advantage and recruitment, after all, doesn’t have to end at placement; it can mark the start of a lifelong professional relationship, which we actively encourage at teambuild.