Boomerang Employee

What Is a Boomerang Employee? A Clear Guide With Examples

A boomerang employee is a worker who leaves a company and later returns to work for the same employer. This employment pattern resembles the trajectory of the v-shaped throwing stick, following a circular path away from and back to the organization. These professionals may have left voluntarily, experienced a layoff, or even been terminated before eventually rejoining their former workplace.

The phenomenon of boomerang employment has become increasingly common in today’s job market. According to LinkedIn data, these returning workers accounted for 4.5% of all new hires in 2021, up from 3.9% in 2019. Additionally, research published in the Harvard Business Review found that 28% of new hires were returning employees who had left the company within the previous 36 months. More notably, boomerang employees are typically more likely to be managers than non-managers and return within an average of 13 months.

The COVID-19 pandemic further accelerated this trend. A 2022 study by payroll company UKG revealed that 43% of people who quit during the pandemic believed they were better off at their old jobs. Furthermore, one in five of those surveyed had already returned to their previous companies. Another 2022 survey found that 62% of people who left jobs during the pandemic—representing more than 15 million workers—reported that the job they quit was better than their current position.

Several factors contribute to the boomerang effect in employment. Professionals typically leave positions to:

• Further their career at another company
• Pursue a passion
• Cope with significant life changes
• Work seasonally (particularly common in hospitality and retail industries)

Many return because they enjoyed the work environment, appreciated the corporate culture, or missed the people they worked with. The changing nature of employment tenure also supports this trend. The average employee tenure with a company has remained at approximately five years over the past four decades. With roughly 40 working years in a person’s life, this creates ample opportunity for individuals to work for a company, leave for other experiences, and still have sufficient time to return.

Organizational attitudes toward boomerang employees have evolved considerably. In past decades, rehiring former staff members was often considered taboo. However, contemporary workplace culture increasingly recognizes the potential benefits of welcoming back previous team members. British Airways exemplifies this shift with their approach to departing employees: “Good luck with your offsite training, we look forward to seeing you back here shortly!”

Company policies regarding boomerang employees vary significantly across organizations. Some employers maintain strict guidelines for rehires, while others readily welcome returning staff. Human resources departments typically establish specific protocols for managing these situations, which may differ based on factors such as the circumstances of departure and time away from the company.

Perhaps the most famous example of a successful boomerang employee is Steve Jobs, who returned to Apple 12 years after leaving the company. While not every returning worker will achieve such remarkable success, this high-profile case highlights the potential value former employees can bring when they rejoin an organization with fresh perspectives and experiences.

Why Do Employees Return to Their Old Jobs?

Employees return to former employers for numerous psychological, professional, and personal reasons. Understanding these motivations helps organizations develop effective rehiring strategies.

The psychology behind returning to a previous workplace plays a significant role in the decision-making process. Many returning workers experience what psychologists call “the familiarity factor” – a natural human tendency to prefer known environments over unfamiliar ones. This comfort with established routines and recognizable workplace dynamics creates a strong pull toward previous employers. As one returning worker described, rejoining felt like “returning home” with the welcome comfort of familiar faces and established routines.

The “devil we know” phenomenon represents another powerful psychological driver. After leaving for supposedly greener pastures, many professionals discover that their new positions come with unexpected drawbacks or challenges. Upon encountering these difficulties, they often reassess their former position more favorably. One former employee candidly admitted, “I thought my old company culture was bad, but the culture at the new company was simply toxic. It made my old situation look pretty good”.

Professional frustrations with new employers frequently trigger the decision to return. According to research, many boomerang employees leave their new roles because:

• The workplace culture differs from what was presented during interviews
• Job responsibilities lack promised growth opportunities
• Onboarding processes proved inadequate
• Work-life balance fell short of expectations

Financial considerations remain a compelling factor. When former employers offer higher compensation than current positions, many professionals find the decision to return straightforward, especially since they already understand the work environment and company culture.

Strong social connections often pull former employees back. Starting over in unfamiliar environments can feel isolating, particularly in remote work settings. These established professional relationships create powerful incentives to return. Consequently, maintaining connections with alumni through formal networks increases rehiring opportunities, with most boomerang employees being contacted by HR or former colleagues about open positions.

Personal circumstances frequently motivate returns as well. Seasonal workers might accept steady positions when offered. Others who initially left due to family obligations or health concerns may return once those situations resolve. Moreover, corporate survey data indicates that employees primarily depart due to limited advancement opportunities, burnout, or health reasons – all potentially temporary situations.

Economic uncertainty amplifies the appeal of returning to familiar employers. Rejoining a previous workplace provides stability and security during challenging job markets. Additionally, returning employees benefit from tapping into established professional networks and often receive opportunities for career advancement, especially when they bring valuable industry insights from their time away.

Benefits of Rehiring Boomerang Employees

Rehiring former staff members yields multiple advantages for organizations. Companies that welcome boomerang employees back often experience operational improvements in several key areas.

Faster onboarding and training

Boomerang employees require substantially shorter integration periods compared to new hires. This accelerated onboarding occurs naturally as returnees already understand company processes, systems, and hierarchies. Typically, the standard onboarding period for new employees lasts approximately six months, occasionally extending to one year. In contrast, the onboarding time for boomerang employees is reduced by more than half, often streamlined to merely a few weeks or days. This swift productivity timeline enables teams to maintain momentum rather than slowing down to accommodate extensive training requirements.

Familiarity with company culture

Returning staff possess established knowledge of organizational norms, values, and expectations. Their existing cultural alignment allows them to reintegrate seamlessly, unlike external candidates who must adapt to unfamiliar environments. Former employees understand internal communication protocols, decision-making processes, and social dynamics. This cultural fluency translates into immediate comfort navigating workplace interactions and anticipating organizational responses to various situations.

Proven performance history

Unlike external candidates, boomerang employees offer verifiable performance records within the specific organizational context. HR departments maintain documentation of previous accomplishments, strengths, and growth areas. Studies demonstrate that returning staff typically outperform new hires and receive better performance evaluations. Additionally, boomerang employees are more likely to receive promotions than their non-boomerang colleagues.

New skills and perspectives

Former employees frequently return with enhanced capabilities acquired elsewhere. Their external experiences commonly yield:

• Fresh insights into industry practices
• Innovative problem-solving approaches
• Specialized knowledge of competitor strategies
• Technical skills developed in different environments

These external perspectives help prevent organizational stagnation through “this is how we’ve always done it” thinking.

Boosts team morale

When former employees choose to return, this decision sends a powerful message throughout the organization. Current staff interpret these returns as endorsements of workplace quality, fostering increased confidence in their employer. This perception strengthens loyalty among existing employees. Research shows that welcoming boomerang employees back demonstrates that the company values and respects its former workers.

Cost-effective hiring

Organizations typically save between one-third and two-thirds on recruitment costs by rehiring former employees. According to industry data, the average cost of hiring a new worker approaches INR 396,588.12. Some organizations report savings up to INR 4,219,022.54 by rehiring through alumni networks. These financial benefits stem primarily from reduced expenses associated with advertising positions, conducting interviews, extensive onboarding, and ongoing training.

Challenges of Rehiring Former Employees

Despite the advantages, rehiring former employees presents several significant challenges that organizations must carefully consider before making rehiring decisions.

Unresolved past issues

Unresolved conflicts from a boomerang employee’s previous tenure often resurface upon their return. These issues primarily include interpersonal conflicts, disagreements with supervisors, or broader company-related concerns that initially prompted their departure. Past grudges or misunderstandings can disrupt workplace harmony and potentially stall organizational progress. If the underlying reasons for their initial exit remain unaddressed, these problems may intensify upon their return. Research indicates that returning employees who left voluntarily perform better than those who departed involuntarily, highlighting the importance of examining departure circumstances.

Disruption to team dynamics

Reintroducing former employees can nevertheless unsettle existing staff members, especially if current employees perceive potential threats to their roles or advancement opportunities. The departure of any team member alters collaborative patterns, communication channels, and interpersonal relationships within the group. When boomerang employees return, they may face resistance from colleagues who view their rehiring as favoritism. This perception can trigger resentment, undermine team cohesion, and ultimately decrease overall morale. Organizations must transparently communicate rehiring decisions to minimize negative impacts on workplace culture.

Higher expectations from returnees

Correspondingly, both employers and boomerang employees often harbor unrealistic expectations. Returning staff frequently anticipate improved conditions, higher compensation, or advanced roles based on their history with the company. Meanwhile, organizations typically expect returnees to immediately reintegrate and perform at peak levels without substantial onboarding. These misaligned expectations can lead to disappointment, friction, or workplace conflict if not properly managed before rehiring.

Risk of repeated turnover

Boomerang employees exhibit higher turnover rates than both internal and external hires. Research demonstrates that rehired managers improve less over time compared to other hiring categories. Moreover, when these employees leave a second time, they typically cite reasons similar to their initial departure. This pattern creates a cycle of disruption, requiring organizations to repeatedly invest resources in recruitment and training. Organizations should thoroughly evaluate whether circumstances that prompted the initial departure have genuinely changed before proceeding with rehiring.

How to Evaluate a Boomerang Employee Before Rehiring

Evaluating potential boomerang employees requires a thorough assessment process to determine if rehiring will benefit both parties. Organizations should implement a structured evaluation framework that examines multiple factors beyond standard hiring practices.

1. Understand why they left

The circumstances of an employee’s departure reveal critical insights about their potential fit upon return. Examine whether they left voluntarily for growth opportunities or involuntarily due to performance issues. Assess if they departed respectfully with proper notice or abruptly without proper handover. Historically, employees who left on positive terms make better rehire candidates than those who departed under contentious circumstances. Additionally, verify that any issues prompting their original exit have been resolved or are no longer relevant.

2. Assess new skills and experience

Identify valuable capabilities acquired during the employee’s time away. Evaluate how their external experiences might enhance your organization’s operations. Request specific examples of new skills, certifications, or industry insights they’ve gained. This assessment helps determine if they’ve grown professionally in ways that align with current organizational needs. Furthermore, examine their productivity metrics and engagement scores from their previous tenure to establish performance baselines.

3. Check for cultural fit

Organizational cultures evolve rapidly; hence, reassess whether the returning employee aligns with current company values and mission. Consider changes in leadership structure, team dynamics, or operational philosophies that have occurred since their departure. This evaluation proves particularly crucial if your company has undergone significant transformation in their absence.

4. Ask the right interview questions

Conduct structured interviews focusing on:

• Realistic expectations about returning
• Long-term career goals and commitment
• Lessons learned while away
• Plans for reintegrating into the team
• Ongoing connections with current employees

These questions help identify candidates motivated by future opportunities rather than nostalgia for past experiences.

5. Compare with other candidates

Evaluate boomerang applicants against all candidates objectively. Their familiarity with your organization represents just one factor among many considerations. Assess whether they truly represent the optimal choice for the position or if another candidate offers superior qualifications. This impartial comparison prevents emotional bias from influencing hiring decisions.

Best Practices for Integrating Boomerang Employees

Successful integration of boomerang employees requires strategic planning beyond the standard hiring process. Organizations must implement specialized practices to maximize the value these returning workers bring while minimizing potential challenges.

Implementing a comprehensive re-onboarding program forms the foundation of effective reintegration. This process differs from standard onboarding by focusing specifically on organizational changes that occurred during the employee’s absence, including updates to policies, team structures, and technologies. A Visier Insights Report found that 30% of individuals hired externally between 2020 and early 2022 were people rehired by their previous companies.

Effective re-onboarding should include:

• Transparent communication about company developments
• Structured training on new systems and tools
• Team integration activities to rebuild relationships
• Mentorship support to facilitate readjustment
• Regular performance evaluations at 3-6 month intervals

Assigning a mentor represents a critical integration strategy. This designated person guides the returning employee through organizational changes, answers questions, and provides necessary support throughout the transition. Additionally, creating opportunities for team connection fosters a welcoming atmosphere that promotes cohesion and enhances productivity.

Organizations should maintain open feedback channels where returning employees can express concerns about changes in team structures, leadership, or strategic direction. These communication pathways demonstrate that employee satisfaction remains a priority.

Recognizing that boomerang employees consciously chose to return demonstrates organizational appreciation for their commitment. Small gestures like welcome lunches, personalized welcome kits, or team introductions reinforce their value to the company.

For long-term success, discuss career trajectories and provide guidance on skill development opportunities. This proactive approach empowers boomerang employees while reinforcing their importance to the organization.

Throughout the reintegration process, focus simultaneously on emotional support alongside productivity expectations. Properly executed re-onboarding serves both dimensions—helping employees feel welcomed while preparing them to contribute effectively to organizational goals.

Key Takeaways

Boomerang employees—workers who return to former employers—represent a growing trend that smart organizations are leveraging for competitive advantage.

• Boomerang hiring is accelerating rapidly: These returnees now account for 4.5% of all new hires, with 28% of new employees being former staff who left within 36 months.

• Significant cost savings and faster productivity: Organizations save one-third to two-thirds on recruitment costs while reducing onboarding time by more than half compared to external hires.

• Proven performance advantage: Boomerang employees typically outperform new hires, receive better evaluations, and are more likely to get promotions due to their cultural familiarity.

• Strategic evaluation prevents costly mistakes: Success requires understanding departure reasons, assessing new skills gained, and comparing objectively against other candidates before rehiring.

• Specialized re-onboarding ensures integration success: Effective programs focus on organizational changes during absence, assign mentors, and maintain open feedback channels for smooth reintegration.

When managed strategically, boomerang employees offer organizations a unique opportunity to combine institutional knowledge with fresh external perspectives, creating a powerful formula for enhanced performance and reduced hiring costs.

FAQs

Q1. What exactly is a boomerang employee? 

A boomerang employee is a worker who leaves a company and later returns to work for the same employer. This employment pattern resembles the trajectory of a boomerang, following a circular path away from and back to the organization.

Q2. Why do companies consider rehiring former employees? 

Companies often consider rehiring former employees due to benefits such as faster onboarding, familiarity with company culture, proven performance history, and cost-effective hiring. Boomerang employees can also bring new skills and perspectives gained from their time away.

Q3. Are there any risks associated with rehiring former employees? 

Yes, there are potential challenges in rehiring former employees. These include unresolved past issues, disruption to team dynamics, higher expectations from returnees, and the risk of repeated turnover. It’s important for companies to carefully evaluate these factors before making a rehiring decision.

Q4. How should companies evaluate a potential boomerang employee? 

Companies should evaluate boomerang employees by understanding why they left, assessing new skills and experiences gained, checking for cultural fit, asking targeted interview questions, and comparing them objectively with other candidates. This thorough assessment helps determine if rehiring will benefit both the company and the employee.

Q5. What are some best practices for integrating boomerang employees? 

Best practices for integrating boomerang employees include implementing a comprehensive re-onboarding program, assigning mentors, creating team connection opportunities, maintaining open feedback channels, and discussing career trajectories. These strategies help ensure a smooth transition and maximize the value these returning workers bring to the organization.