‘Boomerang employees’ are worth a second look

In my first role as a Human Resources professional, our company, like many, had a no re-hire policy. Regardless of an individual’s reason for leaving the job, or how valuable they had been, the message was clear: Don’t bother to reapply.

But many companies are changing their philosophy and considering rehiring so-called “boomerang employees” who want to return to the fold.

People leave positions for a wide variety of reasons including personal life events, professional growth opportunities, and sometimes just the itch to try something new and different. Even the best companies can end up losing favored associates.

But as the saying goes, you never know where the next path may lead and what new opportunities await. And these opportunities can be great for both employees and employers.

Employers benefit from boomerang employees’ previous company knowledge, as well as the new experiences they bring back with them. Less training is required and many employees that come back due so with a greater appreciation for the work and their coworkers. Keeping in touch with former employees can sometimes result in position matches which might not have been imagined had they stayed in the position they were in. aAd don’t discount the employer savings in advertising and training costs.

Former employees that want to come back into the fold should make sure the company’s Human Resources Manager, as well as their former colleagues, know that they are interested in opportunities. Sometimes it’s a different manager or department that has the position that turns out to be a great fit.

Consider these employees as you would any other applicant: Look at their experience, how they fit into your corporate culture and whether their return would add to the talent bank of your company.

Do you need help updating your hiring policies or want some tips about keeping your network with former employees open? Contact BCN Services anytime at 800-891-9911 for advice about this and other employment topics.

 

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Sue Kester, HR Manager

Workplace rudeness is toxic, contagious and can affect employee morale

Rudeness is increasing in the workplace and can cause retention problems, health problems among affected employees and can be contagious, causing employees to model bad behaviors and a decline in employee camaraderie.

In a recent University of Florida study, 98 percent of workers have experienced workplace rudeness with half of employees experiencing these behaviors at least weekly.

Impoliteness spreads like a virus in the workplace. In the recent study, it was found that encountering rude behavior at work makes employees more likely to perceive discourtesy in later interactions, which prompts them to respond in the same manner. Even witnessing rude behavior directed at someone else seemed to have the same effect.

Incivility can hold people back or minimize their contributions, as it limits a staff’s ability to engage. Employees are less creative when they feel disrespected, and many get fed up and leave and, if they stay, team spirit around the office can deteriorate. Some employees deliberately decrease their effort or lower the quality of their work.

Incivility also damages customer relationships which can chip away at the bottom line. And although it is expensive, few organizations recognize the long-term problems or take action to curtail it. A survey among Fortune companies reveals that HR professionals spend 14 percent of their time managing incivility incidents.

Let’s address what a business owner or manager can do to stop contagious rudeness before it spreads:

• Make an effort to not be rude and model good behaviors
• Be clear, beginning with recruiting and onboarding and continuing with current employees, that workplace civility is expected
• Organizations need to teach civility on an ongoing basis. Role-playing and workshops can help
• Reward civility by measuring and scoring the behavior in your workplace
• Penalize bad behavior immediately, even if that means terminating the employee. Keep an open door policy for employees to report problems.

BCN Services can help you discuss how to create a policy about workplace rudeness and bullying and put it into practice. Contact us for assistance. Sources: SHRM.or, Harvard Business Review, news reports.

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Debbie Strahle, Partnership Manager