Skip to main content
Do you take former employees back?

We spend so much time discussing retention, and not nearly enough time with the people we want to retain or those we want to return.
There are companies who have a policy not to re-employ.
There are also companies who have alumni strategies where they continue to engage with former employees with the clear objective of re-engagement.   These strategies usually sit at executive level and tend to focus on high level talent.
It has always surprised me that companies won’t re-employ, when I hear senior execs say that “you can’t go back” – once people have moved on, taking them back cannot be a good decision.
I disagree.  
First of all, when you find people who add value and fit your culture, they are gifts that don’t go into the re-gifting cupboard!
It is a reality that people starting their careers are advised to try different opportunities.  If you hire young people, they will move on.   Your investment in their training will be an advantage to their new company.
But what an advantage to you if they continue to grow and develop and then return to your business.
Social networking has made keeping relationships so much easier.
It is also a great idea to have company sponsored former employee functions.  They can be annual, or every second year, and attended by all levels of current and former employees.
Creating a positive relationship should keep your business opportunities top of mind with former staff, as well as give the correct impression that the door is open.
My communications manager, Clara Namnick, calls them boomerang employees and has commented that high performing returning employees are a morale booster for incumbent staff:
  • Re-inforces that the incumbents are right to stay
  • Reduces training time
Like people who are emigrating, resignees spend a lot of time justifying the reasons for leaving, sometimes correctly!   This can be hugely negative, and is the reason why many companies allow short termination periods.   The boomerangs offset this very effectively.
Offering to continue to mentor former employees is also effective, as is keeping an eye on their careers as a sponsor.
It might not always pay off in returns, but there are so many positives in keeping strong ties with ex employees that building it formally into the company culture and strategic intent makes a lot of sense.
 Links, References and Notes
Note
Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source.
email:      tschroenn@accsys.co.za
twitter:   @TerylSchroenn

Popular posts from this blog

3 things to do BEFORE you resign

or sign a new contract…
1.Confirm your notice period ·A lot of companies allow 30 days from date of resignation, but many ask for a calendar month
2.Check your restraints ·If you are joining a competitor ·If you are joining a client
3.Find out when your last payment will be transferred ·Companies have been burned by paying over on the 25th, and people not returning, so they may delay payment transfer until the last official working day, or even the first day of the following month.  You may need to make special arrangements regarding debit orders ….
Both your current company and your new one deserve to be fairly treated.   Knowledge of the policies makes this possible.
Even if the policies don’t make sense to you, you agreed to them when you signed your contract.
HR managers will tell you how many great working relationships are damaged because people don’t follow policy when resigning. It’s worth taking the time for many good reasons.  Building a solid career can depend just as much on how you …

Favourite Words

Shambolic – it simply sounds better to me than chaotic.. Do lots of people have favourite words or just a few of us nerds? As everybody is starting to think holidays (or maybe you prefer to vacation), it seemed a good time for a different type of blog. Have you noticed how many words with pleasant associations sound more attractive than those that describe the negative. Watching a TV quiz show the other night made me wonder. The contestant hated bulbous and gusset! There have always been some words that appeal to me, triskaidekaphobia being one. I now know that I had the meaning wrong! I thought it meant fear of Friday the 13th, but it is simply a fear of the number 13, so how does paraskevidekatriaphobia grab you? That is the real word for fear of Friday the 13th. Love it! Now I prefer rural to bucolic, but Robert Beard (see below) selected the latter as one of his favourites. Effervescent is a gorgeous word, so descriptive and onomatopoeic while ethereal makes me think of gossamer and fairie…

Resignation - keep building relationships

Resignation – avoid burning those bridges It has been a great pleasure working with a colleague like you. Now, you are off to your next big challenge! Good luck and farewell!
Isn’t that what we all want to hear when we leave?  We were appreciated and we will be missed.
The need for all parties to maintain professional conduct in the event of resignation is critical, particularly now when we are working within an unsettled socio-economic climate. Employees should avoid damaging relationships, and employers need to adopt a neutral approach and ensure that there are policies and processes that enable the separation to be objectively handled.  For example: ·A formal resignation letter is required·A formal acceptance of resignation is issued confirming any special conditions·An exit interview takes place·Handovers are planned and executed
Our HR team advise those who resign their position to adhere to a few golden rules. Failure to do so could harm whatever bonds have been formed at the workpla…