Tag Positive Culture

Picture this: A star employee who left your company a year ago reaches out about coming back. They’ve gained new skills, grown professionally, and miss your company culture. Should you welcome them back with open arms, or is rehiring former employees a recipe for disaster?

These “boomerang employees” are becoming more common in today’s job market. But before you rush to bring back a familiar face, let’s explore when it makes sense—and when it doesn’t.

The Upside of Bringing Them Back

When you rehire a former employee, you’re getting someone who already knows your company’s ins and outs. They understand your systems, culture, and processes, so they’ll get up to speed much faster than a new hire. This familiarity can save you thousands in training costs and weeks of onboarding time.

Former employees also bring fresh perspectives. Their time away likely exposed them to new ideas, different working methods, and valuable industry insights. This outside experience, combined with their insider knowledge of your organization, can lead to innovative solutions you might not have considered otherwise.

Plus, their return can boost team morale. A former employee choosing to return sends a powerful message about your company’s culture and work environment. It shows current employees that the grass isn’t always greener elsewhere and validates their decision to stay.

When to Think Twice

But rehiring isn’t always the right move. If an employee left on bad terms or had performance issues, those problems probably won’t magically disappear. Past conflicts with team members or management might resurface, potentially creating unnecessary drama.

Consider why they left in the first place. If the reasons were structural—like limited growth opportunities or work-life balance issues—ensure these concerns have been addressed. Otherwise, you’re setting yourself up for another departure.

Also, watch out for the “comfort trap.” Some managers rehire former employees simply because it feels safe and easy. But sometimes, your team needs fresh blood and new perspectives more than it needs familiarity.

Making the Right Call

Before making your decision, ask yourself:

• Have they grown professionally during their time away?
• Were they a good cultural fit when they worked here?
• Have the circumstances that led to their departure changed?
• Will their return create any awkward dynamics with current team members?

The key is treating each case individually. Don’t let nostalgia cloud your judgment, but don’t let past departures automatically disqualify good candidates either.

If you do decide to bring someone back, set clear expectations from the start. Discuss what’s changed in your organization and in their professional development. Ensure you’re aligned on goals, responsibilities, and growth opportunities.

And if rehiring a former employee doesn’t feel right? That’s where ABBTECH comes in. Our expert recruiters can help you find exceptional talent who will bring your team fresh perspectives and new energy. We’ve spent over 30 years connecting businesses with skilled professionals who make an immediate impact.

Ready to explore your hiring options? Contact ABBTECH today to learn how we can help you build the perfect team for tomorrow’s challenges.

The world radically changed over the last few years. As a result, employee priorities have shifted. And many employees now look to their employers to create an employee positive culture that is safe, inclusive, productive, and satisfying.

The Whole Personnel Experience

So, what do employees look for now? What attracts them to a job and company, and more importantly, what makes them want to stay? Let’s look at some key areas you can address within your company culture to create a more satisfying whole employee experience for all.

Purposeful Work

Employees who find purpose and meaning in their work are two times more likely to stay in a job and express satisfaction in it. When employees genuinely understand why the tasks they do every day are important, why a particular project or duty matters in the scope of their career, and how their role in the company impacts the company and beyond, it creates a strong sense of fulfillment.

Flexibility & Work-Life Balance

Even before the pandemic put work-life balance in focus, flexibility was a critical criterion for employees. Though we have made the journey back to our offices entirely or in a hybrid fashion, flexibility is still important to workers.

Social & Supportive Cultures

We spend a considerable amount of time in the workplace, which can significantly impact our mental health. Creating a supportive environment where employees and management interact positively and feel safe and included begins with management but ultimately is everyone’s responsibility.

Career Development/ Training

Opportunities for career growth are also priorities for employees and an integral part of strong, positive company culture. Continuing education classes, tuition reimbursement, and mentoring programs are all steps you can take to provide employees with the tools, training, and opportunities to advance in their profession and within the company.

Health & Wellness Programs

Employee Health and Wellness programs are another essential element of a strong company culture that prioritizes employee needs. Your employees are not simply workers; they are assets that play a vital role in the company. Investing in your employees’ mental and physical health and well-being sets them up to do well at work. It directly affects their productivity and the subsequent profits of the company. Employee priorities have shifted as well, and many employees now look to their employers to create a workplace culture that is safe, inclusive, productive, and satisfying for them. Create a company culture with your employee’s priorities in mind.

If you want to build your dream team this year, get in touch with ABBTECH today!