Sweet goodbyes leave the door open for experienced employees to return

It costs a lot less to rehire a former employee than to take on a new one, and they can hit the ground running. Photograph: iStockOne morning Molly tells her boss she’s leaving the company. Her news is met with a coolness that persists and she can’t wait to go. Molly’s mate also tells her boss she’s leaving. Her manager expresses genuine regret at her departure and wishes her well while reminding her that she’d be welcome back at any time.

Boomerangs accounted for 4.5 per cent of all new hires in 2021 up from 3.9 per cent in 2019, data from LinkedIn shows. “The most significant risk of rehiring boomerang employees is that they could leave the organisation again, forcing it back to square one,” he says. “Setting up a boomerang hire for success thus requires some extra planning. Employee and employer must be precisely clear on what’s different this time around, and both must accept mutual growth and change.

Salesforce has around 78,000 employees worldwide so it’s inevitable that people will move on for career and personal reasons. However, the company doesn’t take their resignations personally. Instead, it encourages those leaving to stay in touch through an active alumni programme that they can opt to join.

Salesforce has a playbook to guide managers through the offboarding process and keeping connected to those who have left is a key HR policy, with ample opportunity for them to participate in resource groups if they wish. McKenna has seen employees from all levels, right up to senior management, return to the company. “We’ve had some pretty significant senior executives come back and we take the time to ask them why, what they feel is different now and what can we learn from what bring,” she says.

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