Boomerang Employee

What Is Boomerang Employee?

A boomerang employee is an individual who leaves a company and then returns to work there again later. This may occur after they have gained additional experience elsewhere, decided that the culture fit with a different company was not as strong, or realized that they left behind some attractive aspects of their previous job, among other reasons.

What Is the Historical Evolution and Context of the 'Boomerang Employee' Concept?

The concept of "boomerang employees," while having been around in practice for many years, has become more spotlighted in the modern era of work, where job mobility and employee engagement have become more pertinent issues. Historically, the traditional career trajectory involved a linear progression within a single company.

However, as industries grew and evolved, and as the global market expanded, employee mobility has become more common. This has made it usual for employees to leave companies and explore new opportunities. While previously many companies had policies against rehiring employees who had left, new research on the potential benefits of rehiring former employees has led companies to change these policies.

The term "boomerang employee" itself seems to have come into more common use in the early 21st century. The increasing acceptance and ease of employees moving between jobs and experiencing different workplaces have made boomerang employees a more common phenomenon.

The economic recession of 2008 and the resultant job security threats rendered many employees open to returning to their previous employers. Concurrently, companies found that rehiring previous employees could prove beneficial in terms of cost savings, reduced training periods, and pre-proven cultural fits.

The rapid evolution and expansion of the digital landscape have also played a part in influencing the boomerang employee phenomenon. With the rise of professional networking sites like LinkedIn, maintaining connections with past employees and tracking their career growth has become easier, encouraging the culture of boomerang employees.

Today, in an era characterized by freelancing, consulting roles, and flexible work arrangements, the concept of boomerang employees has become more accepted and incorporated into many companies' talent management strategies.

What Are Some Examples of Boomerang Employee?

Some notable examples of boomerang employees include:

1. Steve Jobs: Perhaps the most famous boomerang employee is Steve Jobs at Apple. He co-founded the company in 1976, was ousted in 1985, and then returned in 1997 to lead Apple to its current status as a tech giant.

2. Jack Dorsey: Dorsey co-founded Twitter and was the company's original CEO before being pushed out in 2008. He returned as CEO in 2015 and led the company until 2021.

3. Mark Hurd: He was CEO of NCR Corporation before leaving to become the CEO of HP in 2005. He left HP in a cloud of controversy in 2010 but was quickly hired by Oracle Corporation as their co-CEO, returning to the tech industry.

4. Ellen Pao: She worked at venture capital firm Kleiner Perkins Caulfield & Byers, left in 2012 and then returned in 2015 after losing a high-profile gender discrimination lawsuit against the company.

5. Howard Schultz: Schultz originally served as the CEO of Starbucks from 1986 to 2000. After stepping down, he returned in 2008 and served as the CEO until 2017.

These examples highlight that the concept of the boomerang employee is not limited to lower or mid-level management. It can, in fact, happen at the highest levels of an organization.

What Distinguishes a Boomerang Employee From a Simple Rehire?

A boomerang employee and a simple rehire might seem similar because both involve an individual returning to work for a former employer. However, they can be distinguished based on the circumstances of their departure and return.

A boomerang employee, specifically, is someone who voluntarily leaves a company to pursue other opportunities, or for personal reasons, only to return to the same employer at a later stage. Boomerang employees often return to a role at the same level or higher than when they left, bringing with them additional skills and experiences gained elsewhere.

A simple rehire, on the other hand, can include scenarios where an employee was let go due to downsizing, layoffs, or performance issues. These individuals might be rehired when the company's circumstances improve or when there is a need for their skills, even though they may not necessarily have sought work elsewhere in the interim.

Moreover, boomerang employees frequently have a positive, long-standing relationship with the company, having left on good terms, while a simple rehire might not always have this history. The rapport and goodwill that boomerang employees have can often lead to higher job satisfaction and loyalty upon their return, compared to other rehires.

What Are Examples of Employees Who Were Rehired by a Previous Employer?

There are many examples of employees who were rehired by a previous employer. Here are a few:

1. Peggy Johnson: She spent 24 years at Qualcomm before leaving for Microsoft in 2014. In 2020, she was rehired by Qualcomm as CEO of Magic Leap, a company funded by Qualcomm.

2. Myron E. Ullman: Ullman was CEO of J.C. Penney between 2004 and 2011. He left the company but was rehired in 2013 to stabilize the company after significant losses.

3. Michael Dell: Dell stepped down as CEO of Dell Technologies in 2004 but returned three years later in 2007 after the company suffered financial losses and customer dissatisfaction.

4. Brendan Eich: He worked at Netscape, then co-founded Mozilla, and became its CEO. However, he was forced to resign due to controversy. Later, he was rehired as the CEO of Brave Software, a company built on a browser he had originally helped develop at Mozilla.

5. Cathie Black: She left Hearst Magazines as its President to serve as the Chancellor of New York City's public schools. After her short stint, she returned to Hearst as a Board of Directors.

6. A.G. Lafley: He was CEO of Procter & Gamble between 2000 and 2009. After retiring, he was brought back as CEO and President in 2013.

These examples show how common it is for employees at all levels, including top executives, to be rehired by a previous employer under various circumstances.

What Distinguishes a Boomerang Employee From a Returning or Rehired Employee?

While "boomerang employee", "returning employee", and "rehired employee" are sometimes used interchangeably, nuances differentiate these terms:

1. boomerang employee voluntarily leaves an organization to pursue other opportunities, or for personal reasons, and later returns to the original employer. This often happens after the employee has gained additional skills, expertise, or experiences that make them more valuable to the original employer. The connotation is generally positive, implying a mutual benefit to both the employee and the employer upon the person's return.

2. returning employee might be someone coming back from an extended leave of absence, such as a sabbatical, maternity or paternity leave, or a leave of absence for personal reasons or education, rather than having technically left the company for a different job.

3. rehired employee implies someone who was let go or laid off, often due to economic or organizational difficulties, but was later rehired once circumstances changed. This term might not always carry the same positive connotation as a boomerang employee, as it could potentially reflect previous instability or job loss. However, a rehire might also be someone who left of their own accord and, for whatever reason, decided to apply again and got accepted.

To summarize, while all these terms imply some form of break in continuity with the employee's service to the company, they reflect different reasons and circumstances for the break and the return.

What Factors Contribute to the Phenomenon of Boomerang Employees?

Several factors contribute to the phenomenon of boomerang employees:

1. Employee Growth and Learning: When employees move on to explore other opportunities, they acquire new skills, perspectives, and experiences. When they return, they bring this value back, leading to a more enriched workplace.

2. Strong Corporate Culture: Businesses with a strong, positive corporate culture and supportive working environment might frequently see boomerang employees. They realize that the grass isn't greener elsewhere and decide to return.

3. Expanded Network: Boomerang employees bring an expanded network of contacts, potentially helping the company grow or opening up new opportunities.

4. Economic Shifts: Economical changes can significantly influence the boomerang employee phenomenon. For instance, during economic downturns, many individuals are willfully or forcefully driven to change jobs. When economic situations improve, former employees may choose to return to their previous roles or companies.

5. Company Reputation: Companies that excel in their field or have a solid reputation for their products, services, and employee treatment can attract former employees to return.

6. Increased Flexibility: With the rise of flexible work options, employees can take a break knowing that there might be opportunities to return in a more flexible arrangement that better suits their needs.

7. Social Media and Professional Networks: LinkedIn and other professional networks make it easier for employers and employees to keep in touch, facilitating the path for a potential return.

8. Changing Perceptions: The stigma around leaving a company and returning has diminished. It's now seen as a way for employees to grow professionally. Consequently, employers have become more welcoming to the idea and even see it as beneficial.

What Factors Influence the Likelihood of an Employee Returning to a Previous Employer?

Several factors influence the likelihood of an employee returning to a previous employer:

1. Positive Departure: If an employee leaves on good terms, maintains positive relationships with managers and colleagues, and has an overall great experience with the company, they may be more likely to return in the future.

2. Company Culture: A positive, inclusive, and supportive company culture plays a crucial role in attracting back former employees.

3. Career Development Opportunities: If the employer offers better opportunities for growth, learning, and advancement than what the employee could find elsewhere, they may want to return.

4. Compensation and Benefits: Competitive pay and benefits are a significant factor. If the company offers superior remuneration packages compared to other employers, former employees may be more likely to return.

5. Job Satisfaction: If the former employee was satisfied with their job role, contributions, and felt valued, they might be more inclined to return.

6. Flexibility: Organizations offering flexible work options, such as remote working, flexible hours, or part-time work, may be more appealing for employees who value work-life balance.

7. Employer Brand: A strong employer brand that holds good market reputation, stability, and values can attract employees back to the organization.

8. Networking: Maintaining ongoing relationships and communication with the former employee can keep the door open for a potential return.

9. Market Conditions: If conditions in the employee's industry have deteriorated since they left, such as widespread layoffs or company closures, they may be more willing to return to a previously stable and secure job.

10. Boomerang Hiring Practices: Some employers have formal programs or policies to maintain relations with former employees or "alumni", regularly communicating with them about job openings, company news, and reunions. Such practices can increase the chance of a boomerang hire.

What Are the Benefits of Boomerang Employee?

Boomerang employees bring several benefits to an organization:

1. Familiarity: They are already accustomed to the company's culture, processes, and procedures, so they can acclimate faster than a new hire.

2. Reduced Training Time: Since they have prior knowledge of their role and the company's operations, less time and resources may be spent on their acclimation and training.

3. Talent Retention: Rehiring effective former employees helps retain valuable talent and knowledge within the company.

4. Perceived Loyalty: Boomerang employees may appear more committed and loyal, having chosen to return after exploring other options.

5. Stronger Networks: Boomerang employees can bring new contacts and business relationships to their former-now-current employer, providing networking opportunities that may not have existed before.

6. New Skills and Perspectives: The experience that they accumulate outside your company can facilitate innovative changes - they bring new skills, fresh ideas, and different perspectives back with them.

7. Positive Impact on Morale: The return of a valued former employee can boost morale and foster a sense of continuity in the workplace.

8. Cost-Effective Recruitment: Hiring from your pool of former employees can save on recruitment costs related to advertising, interviewing, screening, and onboarding new individuals.

9. Increased Performance: Research shows that boomerang employees often outperform both tenured employees and new hires, possibly due to their familiarity with the job and motivation to succeed upon their return.

What Are the Negative Effects of Boomerang Employee?

While there are many benefits, there can also be potential downsides or challenges to hiring boomerang employees:

1. Old Habits: Boomerang employees may revert to old, unproductive habits or bring back outdated practices that the company has since moved beyond.

2. Resentment: Co-workers who remained with the company may feel resentment if the returning employee is seen as receiving preferential treatment or rewards for having left and returned.

3. Limited New Perspectives: While boomerang employees do bring back experiences from other employers, the overall diversity of thought may be less than that of hiring someone entirely new to the company.

4. Employee Turnover: The return of a boomerang employee may upset team dynamics, potentially leading to higher turnover among current staff.

5. Questionable Commitment: Some may question the loyalty or commitment of an employee who has already left the company once, potentially creating a sense of uncertainty.

6. Dependence on Former Employees: Over-reliance on boomerang employees might impede the company's efforts to source new talent and develop new ways of operating.

7. Repeat Performance Issues: If the employee left the company because of performance or inter-personal issues, rehiring them could lead to the resurfacing of these issues.

8. Potential Legal Issues: In certain jurisdictions, rehiring an employee can potentially introduce legal complexities, particularly around benefits, pay, and seniority.

Employers considering rehiring a former employee should take a balanced approach, weighing these potential disadvantages against the possible advantages to make the best decision for the organization.

What Strategies Can Be Used to Address Potential Drawbacks of Hiring Boomerang Employees?

Businesses can implement several strategies to address the potential drawbacks of hiring boomerang employees:

1. Clear Communication: Communicate honestly and openly about the reasons for a boomerang employee's return to the rest of the team. Transparency will help minimize speculation and resentment.

2. Set Clear Expectations: Discuss goals, roles, and expectations with boomerang employees at the outset. Also, discuss any changes that took place within the company during their absence.

3. Ensure Fair Treatment: Avoid giving preferential treatment to boomerang employees compared to current staff. Perceived inequities can lead to resentment and decrease overall team morale.

4. Careful Onboarding: Although the returning employee is familiar with the company, things may have changed during their time away. Implement a customized onboarding or re-orientation process to reintegrate them effectively.

5. Consistent Monitoring: Regularly monitor and manage their performance to ensure they meet company standards and don't repeat past mistakes.

6. Maintain a Robust Hiring Strategy: Despite bringing back old employees, keep seeking fresh talents through multiple channels for a diverse workforce.

7. Proactive Hiring Policies: Having a policy on rehiring employees who left can ease the tension surrounding their returns. Practices like exit interviews, maintaining contact, and welcoming employees to re-apply make the rehiring process more standardized.

8. Engage Current Employees: Ensure that current employees are engaged and feel valued. Arrange skills training and create opportunities for advancement to maintain positivity within the workforce.

9. Legal Consultation: Where necessary, consult with a legal or HR professional to ensure there are no complications regarding benefits, pay, or seniority of the rehired employee.

Implementing these strategies can help companies reap the benefits of boomerang employees while mitigating potential drawbacks.

Which Industries or Businesses Are Most Impacted by the Concept of Boomerang Employees?

While the concept of boomerang employees can be applicable across various industries and businesses, certain sectors tend to see higher instances of this phenomenon:

1. Technology and IT: Due to the rapid pace of change and innovation in this industry, tech professionals often switch jobs to explore new opportunities, technologies, and projects. They might return to a previous employer after acquiring new skills or experiences.

2. Consulting: In consulting firms, it's not unusual for employees to work for a client organization and later return to their consulting firm, bringing valuable client-side perspective and contacts.

3. Academia and Research: Scholars and researchers might leave to pursue further studies, fellowships, or other research opportunities, often to return to their home institutions later, buoyed by expanded knowledge and credentials.

4. Healthcare: Healthcare professionals, like nurses or doctors, might leave a facility and return later due to various factors like shift preferences, professional growth opportunities, or changes in management.

5. Retail and Hospitality: In these sectors with high turnover rates, it's common for employees to leave and return based on factors like seasonal demand and varying personal circumstances.

6. Finance: Employees in banking or finance might switch companies for better opportunities but return later driven by factors like better job roles, culture, or benefits at the previous employer.

7. Professional Sports: Coaches and athletes often return to teams they've been a part of in the past, particularly when those teams offer them favorable conditions or roles.

However, the concept is not confined to these sectors. The rise in professional networking platforms and changing attitudes towards job mobility has normalized boomerang employees in many sectors.