The rise in social media networks means that when you leave a job, you never really leave a job. As more and more former employees join alumni groups, they stay connected with their peers in similar industries. The opportunity to stay connected while pursuing other interests has expanded more than ever before. Employers are supporting the trend. They are more likely to rehire former employees than they were twenty years ago. According to a Workplace Trends survey,“76% said that they are more accepting of hiring boomerang employees than in the past.”
Employees that return to companies they exited are termed boomerang employees. These employees have value because they bring back new experiences and greater skills that can benefit the company while at the same time they retain a sense of the company’s culture. The key to making a successful boomerang is to leave your job on good terms with your employers and colleagues. Being open about your goals and plans is a smart way to make a smooth exit. Successful boomerang employees leave their secure jobs to pursue higher degrees, gain new skills or found start-ups. Staying connected with former colleagues and employers helps keep options open. When a new position opens, a former employee can step into it with more knowledge and skills than they had previously. This benefits the organization and the individual.
Since company’s are no longer the static organizations they were in the 1950s or 1970s, the concept of loyalty has morphed. Companies merge, CEOs change, management shifts with the needs of the market. Players are constantly shuffling. This means that an employee’s loyalty lies more with the relationships they have built within an organization than it does with the organization itself.
Despite the negative attitude often held against Millennials, they aren’t ones to burn bridges. The boomerang generation are experts at cultivating relationships. They can break up, remain friends and grow professionally.