Have you ever felt disappointed to see great employees resign? Good news: They might come back to your promo company. One study shows that between 2019 and 2022, 28% of “new hires” were boomerang employees – and 37% returned within six months of leaving.

According to Dawn Rauhe, VP of client services for Cielo, these boomerang employees may return to your organization with a greater sense of loyalty. How do you win them back in the first place? It requires a multifaceted approach.

In this issue of PromoPro Daily, we outline Rauhe’s steps for recruiting former employees and inspiring them to stick around.

  1. Look inward. When you think about why people leave in the first place, you can identify areas you can change. She recommends conducting exit interviews and learning why employees are resigning. Allow them to speak candidly and show that you care about what they have to say.

  2. Show appreciation and wish them well. It’s important to treat departing employees respectfully. The last day of employment is critical to a successful boomerang campaign, Rauhe says, and the perfect opportunity for a simple farewell gesture, such as a card to wish them success.

  3. Maintain communication once they’re gone. Make sure you know how to get in touch with employees who are leaving. According to Rauhe, the most critical check-in points are 90 days and six months after an employee leaves.

  4. Tailor your hiring efforts. Once you establish a method of communication with former employees, what you share with them is crucial, Rauhe says. Boomerang employees typically need a strong reason to consider coming back. If you’ve adopted a more flexible working schedule or improved your PTO policy, make sure to highlight these updates.

  5. Give them a new reason to stay. You can start by ensuring that your culture empowers people to make decisions, Rauhe says. This requires trust among all job levels, clear communication, strategic delegation, tools and resources. She says it’s also important to continuously gather employee feedback by conducting surveys, stay interviews and regular check-ins.

Hoping to see some of your former team members return to their old stomping ground? Try implementing some of the ideas above. When you keep up with former employees, promote the benefits of returning and create the kind of workplace they want, you just might win them back.   

Compiled by Audrey Sellers 
Source: Dawn Rauhe is VP of client services for Cielo, a global talent acquisition partner.