The Rise of Boomerang Employees: The Aftermath of the Great Resignation

The Rise of Boomerang Employees: The Aftermath of the Great Resignation

In the midst of the global pandemic, remote work became the new norm, blurring the boundaries between personal and professional life. Employees all over the world found themselves yearning for a change in lifestyle, leading to a phenomenon known as the "Great Resignation." Nearly half of the workforce contemplated quitting, and many actually took the leap. However, this mass exodus created a void in the job market that employers are now struggling to fill.

But as the saying goes, "What goes around, comes around." The academic who coined the term "Great Resignation," Anthony Klotz, predicts that a wave of boomerang employees will soon emerge, reclaiming their old jobs. According to Klotz, this trend is expected to last for the next five years. Boomerang employment has been on the rise for the past decade, with companies and employees typically waiting between 12 to 18 months before considering a reunion. However, Klotz believes that this window will shorten as people become more open to the idea of returning to their previous workplaces.

Returning to a former employer may seem like a daunting task, as it requires overcoming a certain level of pride. However, it is a move that can be beneficial for both parties involved. Husnara Begum, a career management specialist, experienced being a boomerang employee firsthand. After quitting her job in 2006, she realized that her new role was not the right fit for her. Without burning any bridges, Begum reached out to her previous employer and expressed her regrets. Thanks to her professional approach and strong internal network, she was welcomed back with open arms. This serves as a valuable lesson to never sever ties completely, as maintaining relationships can create new opportunities in the future.

Interestingly, research conducted by Deirdre Snyder, an assistant professor of management, revealed that boomerang workers in professional services firms were paid approximately $10,000 more annually than their colleagues who had stayed. This discrepancy highlights the potential penalization for loyalty within certain organizations. When a company has a culture of boomerang employees and aims to bring back a significant portion of the workforce, such disparities can feel like a slap in the face. Employers must be mindful of this and ensure fair treatment for all employees, regardless of their history with the company.

As the job market becomes more competitive, companies are recognizing the need to improve their work perks and benefits. While the grass may not be greener on the other side, many organizations are developing inclusive programs that offer flexibility and remote work options. It will be interesting to see how many individuals opt for a "double hop," moving from one company to another before eventually returning to their original employer. Perhaps, in the long run, these individuals will outnumber those who choose to come back.

In conclusion, the Great Resignation may have caused a temporary disruption in the workforce, but the rise of boomerang employees presents a unique opportunity for both employers and individuals. By maintaining professional relationships and staying open to the possibility of returning to former workplaces, individuals can find themselves in a favorable position. Likewise, employers must create a culture that appreciates loyalty and ensures fair treatment for all employees. As we navigate the ever-changing landscape of work, embracing the concept of boomerang employment may just be the key to long-term success.

Actionable Advice:

1. Build and maintain strong professional relationships: Networking within your organization can open doors for future opportunities, even if you decide to leave temporarily. Remember to leave on good terms and stay in touch with former colleagues and superiors.

2. Stay open to the possibility of returning: Life is unpredictable, and circumstances may change. By remaining open to the idea of returning to a previous employer, you keep your options open and can benefit from familiar surroundings and a supportive network.

3. Advocate for fair treatment: Employers must recognize the value of loyalty and ensure that boomerang employees are not penalized for their past departures. Fair compensation and equal opportunities should be provided to all employees, regardless of their history with the company.

By implementing these actionable advice, individuals can navigate the changing dynamics of the job market and potentially find themselves in a more favorable position. Employers, on the other hand, can leverage the concept of boomerang employment to fill the void left by the Great Resignation and create a culture that values loyalty and fosters growth.