Should You Bring Back a Boomerang Employee?

Should You Bring Back a Boomerang Employee?

You parted ways with your employee a few weeks, months, or years ago, and now they are reaching out to you hoping to reestablish your previous relationship. How should you respond? The answer will depend on a few key factors, including your level of need and the nature of your past interactions. Before you automatically say yes or no, think carefully and gather all the meaningful data available to you, including answers to the following questions.

How did the relationship end?

If you worked with the employee personally, you already have this information. Trust your own memory. If you recall tension at the end of their term of employment, search your records and figure out why and how that tension occurred. Were they displeased with the company, the salary, the working conditions or your management style? Were you displeased with their productivity or performance? Whatever went wrong before will probably go wrong again unless the two of you have developed the wherewithal to overcome it.

If you weren’t present during the employee’s departure or you don’t know very much about him, search out the most important detail: Did they give two weeks’ notice before leaving? If they did, all is well. If they didn’t, don’t bring them back.

What did they learn?

Ask the employee what they learned during her time with the company and as a result of their departure. Ask them to share what they’ve learned during the interim. How would they compare their experience with this company to what they’ve seen elsewhere? What new insights will they bring back that they didn’t have before?

Listen and respond to their answers with an open mind. Most of us have reasons for doing almost everything we do, and the reasons make sense if we can recognize and articulate them. Learn more about the employee as you listen to their story; the things you learn will help you work together more productively in the future.

Do they mesh well with your team?

If your employee left as a result of team conflict, take this into account. Are these problematic relationships about to pick up where they left off? Or have the sources of the conflict gone away? If the employee didn’t fit very well into your company culture, then ideally either the culture or the employee has changed in the interim. If neither has happened, expect the same problems. But if your team has experienced turnover and your culture has evolved, give the new relationship a chance.

If you are looking to hire great talent for your organization, contact a top professional recruiter in Scottsdale and reach out to the great team at ACCENT Hiring Group today!

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