The Right Way To Talk To Users: Insights from the Great Resignation and the Rise of Boomerang Employees

The Right Way To Talk To Users: Insights from the Great Resignation and the Rise of Boomerang Employees

This summer, almost half of the workforce contemplated quitting their jobs, and a significant number followed through with it. The pandemic-induced burnout and the desire for a lifestyle change drove many employees to make this drastic decision. However, as the mass exodus left a void in the job market, employers are now faced with the challenge of filling these vacant positions.

Interestingly, the academic who coined the term 'Great Resignation' predicts a wave of boomerang employees who will return to their old jobs. According to Klotz, this trend of employees coming back to their previous companies has been on the rise over the past decade. Typically, both parties wait for a period of 12 to 18 months after the employee's departure before considering a return. However, Alburey suggests that this window will shorten in the future.

The idea of going back to a previous employer can be a difficult decision for many. There is often a sense of pride that needs to be overcome, as one must admit that they were wrong and express gratitude for being allowed to return. Husnara Begum, a career management specialist, experienced this firsthand when she became a boomerang employee. She realized that her new role was not the right fit and called her old employer, admitting her mistake and expressing her desire to return. Begum emphasizes the importance of maintaining professional relationships and never burning bridges.

Deirdre Snyder, an assistant professor of management, discovered that boomerang employees in professional services firms were paid around $10,000 more annually than their colleagues who had stayed. This wage discrepancy can be perceived as a slap in the face for loyal employees and poses a risk when a company has a culture of welcoming back former employees en masse.

While some employees may consider returning to their previous jobs, others are exploring new opportunities elsewhere. Many companies are now prioritizing inclusive work perks and offering flexible and remote working arrangements to attract and retain talent. It will be interesting to see how many individuals choose to make a double hop, moving from one company to another before potentially returning to their original organization.

In light of these insights, here are three actionable pieces of advice for both employers and employees:

1. Foster a culture of open communication: Employers should create an environment where employees feel comfortable expressing their concerns and desires. Regular check-ins and feedback sessions can help address any issues before they escalate to the point of resignation. For employees, it is important to voice their needs and aspirations to their employers, allowing for potential adjustments or accommodations.

2. Maintain strong professional relationships: It is crucial to build and nurture connections within the workplace. These relationships can serve as a support system and provide opportunities for future collaboration or reemployment. Networking events, team-building activities, and mentorship programs can facilitate the development of these connections.

3. Embrace a growth mindset: Both employers and employees should adopt a mindset focused on growth and development. This involves being open to change, seeking continuous learning opportunities, and being willing to adapt to new circumstances. Embracing a growth mindset can help individuals navigate career transitions and make informed decisions about their professional journeys.

In conclusion, the Great Resignation has led to a surge in employees leaving their jobs, but this may soon be followed by a wave of boomerang employees returning to their old positions. Maintaining open communication, fostering strong professional relationships, and embracing a growth mindset are essential for both employers and employees in navigating these transitions. By understanding the dynamics at play and implementing these actionable strategies, individuals and organizations can navigate the ever-evolving job market successfully.