In the aftermath of the “Great Resignation,” yet another unexpected trend is emerging on the talent horizon: the rise of boomerang employees. This trend differs from the more prevalent quiet quitting and rage-applying patterns we’ve witnessed. These are the individuals who, during the pandemic, decided to embark on new career journeys only to make a U-turn back to their former workplaces. Recent reports indicate that over 20% of those who left their jobs during the pandemic have returned to their original employers, and that number is on the rise.¹

An unexpected plot twist in the employment story, many see this phenomenon as a double-edged sword, presenting both opportunities and challenges.

The boomerang trend does not extend uniformly across industries. Among those most affected, retail takes the lead with a robust 33%, manufacturing follows at 25%, and tech at 14%.² But just what is behind this surprising about-face?

This trend finds its roots in two fundamental drivers. The first is tied to unmet expectations. As alluring promises made during the recruitment and hiring process gradually dimmed into disappointment, a significant cohort of employees regretted their move. Whether due to unmet contractual obligations or a perceived breach of the employee value proposition, these let-downs magnetize employees and compel them to return to their former positions.

The strength of social bonds also proves to be a key influence in the decision-making process. The closer employees feel to their former team members, the more likely they will entertain the idea of making a comeback.

Hiring a boomerang employee who has left the organization has advantages and disadvantages, and it’s essential to consider both sides. On the positive side, rehiring a former employee can yield a quick ramp-up as they bring valuable institutional knowledge when they return to work. Their skills are a known, and in instances where they can attest to improvements and quality of work, they can have a positive impact on morale. Moreover, boomerang employees bring fresh perspectives from their experiences outside the organization, potentially offering new insights.

However, there are cons to boomerang employees as well. They might resist changes that have occurred during their absence, which can create tension in the workplace and hurt company culture. There’s also the risk of overlooking stronger candidates while focusing on employees who left. Consider why a previous employee leaves and whether unresolved issues might resurface in the long term. Lastly, boomerang employees could still be a flight risk, returning temporarily while seeking better opportunities elsewhere. Thus, when considering rehiring a former employee, it’s vital to assess the situation carefully.

From a retention perspective, a few key strategies may help employers maintain retention:

Not long ago, many companies had policies against rehiring former employees, even those who left on good terms. But in a tight labor market, experience comes at a premium, and boomerangs bring many benefits. Spurred by regret to return, they tend to bring a higher level of commitment and job satisfaction than new hires. With insider knowledge of the organization and pre-established relationships, they can seamlessly integrate into the workplace, saving the time it would typically take for new hires to build these connections over months or even years.

Given these advantages, there are a few strategies employers can use to entice former employees to return as boomerang employees:

The rise of boomerang employees is a testament to the ever-evolving world of talent and the complex factors influencing employee decisions. To capitalize on this trend, employers must strike a delicate balance between retaining their current workforce and actively attracting former employees, creating a harmonious work environment that embraces both the familiar and the novel.

At MJ, we’re committed to helping you stay ahead of the curve, no matter what challenges come your way. As your dedicated partner, we can help you combine compensation, benefits, paid time off, wellbeing, career development, and recognition to build a compelling employee value proposition that aligns with your workforce and organizational priorities.

Our data-driven holistic approach allows us to draw correlations, make strategic plans, and guide you on allocating your resources most effectively. Whether optimizing benefits, retirement, compensation, or developing a total rewards program, MJ can be the singular partner you need.=