Good companies are always on the lookout for good talent. They also recognize that every former employee is a potential future customer, business partner, referral source — and even a potential future employee. Returning employees, also known as “boomerang employees,” are an important part of the talent pipeline. This is particularly true in times when there are talent shortages, as well as in sectors experiencing a surge in demand driving a shortfall in available talent, such as health care.
Leave the Door Open for Employees to Return to Your Organization
Eight strategies to cultivate ongoing relationships with former employees.
April 21, 2022
Summary.
Leaving an organization doesn’t have to be seen as the end of the relationship with a former employee. It’s often a natural evolution of an employee’s career in the context of a larger economy of talent, which could potentially lead them back to your company at some point. The author presents several strategies — inspired by companies that have taken steps to welcome employees back — to cultivate your relationship with former employees and leave the door open, making it easier for them to return and contribute even more to your organization.
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New!
HBR Learning
Attracting and Cultivating Talent Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Attracting and Cultivating Talent. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Discover how to attract, hire, develop, and keep talented people who will grow and thrive throughout their employee journey.