Tips for Successful Boomerang-ing

In a previous post, I wrote about the boomerang employee trend. Returning employees make up an estimated 25% of all new hires over the past couple of years, according to HR surveys. The 2020 pandemic caused millions of workers to re-think their careers. Now that the world has returned to (mostly) normal, many of those millions are regretting changing jobs.

This is a good time to think about returning, because  95% of managers say they are open to hiring boomerang employees who left during the mass exit.

If you’re one of them, here are some tips on returning to a former employer.

Check in to see what might have changed during your absence. If you’ve stayed in touch with former colleagues, you might already know some of what’s happening and how your replacement is faring. If you’re not already connected with your former boss and other team members on LinkedIn, you should reach out, sending a warm and personalized note with your request. Make sure you’re following your former company as well, so you get notifications about job openings.

Set your expectations and criteria for your role at your previous company. If you’ve been gone for more than a few months, chances are your role has been filled and the odds of you returning to the same spot you left are low. There may be a similar role in another department available (LinkedIn and your network can help you figure that out.)

But you might have to consider changing jobs within the company for the time being. Decide where you might fit in and start planning for your initial meeting with your former boss. (More on that later.) If your goal is simply to get back into the company any way you can, make sure you’re clear on that and willing to compromise. Salary might be an issue; do some market research so you’re not taken by surprise if you get an offer. Be prepared to ask about benefits like medical and PTO accrual so you know where you stand – will you be treated as a genuine new hire, or get some credit for the years you sent at the company previously?

Prepare your case for your added value if you return. You already provide extra value over a true new hire because you understand the company’s policies and culture. Your onboarding and learning curve will be much shorter and less resource-intensive, which is very appealing to a busy manager.

But hopefully, you can demonstrate what you’ve learned and how you’ve grown during your tenure with another company. “My new job allowed me more customer contact, and I received training on account management and sales techniques.” Or, “I managed a large project from start to finish, so I oversaw the budget, the bidding process for vendors, and had to master online project management software. I also managed 10 remote employees working in several different states, and my new manager said she was pleased with my time management and organization skills.”

Reshape your narrative on why you left. Ashley Stahl, writing for Forbes online, says “This is an important first step that will be the foundation for the rest of the process. Be honest with yourself and identify any issues or misunderstandings that may have contributed to your decision to leave in the first place. For instance, 49% of employees who quit their pre-COVID jobs admit that their original reasons for leaving, like purpose, pay, and flexibility, are no longer as relevant.”

Once you’re clear on what you want to say, prepare to discuss it openly. Stahl presents this example: “What was missing for me when I left was the flexibility that remote work provides, and while I knew I would miss the company, I wanted to prioritize flexibility. Now having worked from home during an important age for my kids, I am able and excited to come back to the office, and know that I prefer being able to collaborate and interact with my team in person.”

Finally, you’ll be ready to ask for a meeting with your former manager. This is the hardest part of the process, and if you find that you’re dreading it rather than feeling excited about it, it might be an indicator that this isn’t the right move for you right now. Stahl advises, “When requesting a meeting, be clear about your intentions and express your eagerness to discuss the potential to return back to your old role. Clearly communicate your willingness to address any concerns they may have and demonstrate the narrative shift [you’ve created].”

I’ll discuss how to request a meeting and how to have a productive discussion in a future post.