The World According to Cachia

I was bemused to hear all the commentary regarding Wayne Bennett (noted Rugby League Coach) returning to the Brisbane Broncos. Some say it’s good for the club, his returning to the where he had great success; but there were many who think the contrary, believing his return to the Broncos won’t deliver the expected results. Notwithstanding, it does pose the question; what are the ‘pros’ and ‘cons’ of returning to a former job?

I read an article that referred to people who return to former roles/company’s as ‘Boomerang Employees’ This concept ostensibly works on the premise of ‘getting the old team back together’ Commonly seen in technology and sometimes the retail sector.

Previously it was a rarity that an employee would leave the organisation and then consider returning to the same and/or different positions… I can recall there being policy that stated the organisation would not re-hire former employees. The perception being that they left for a reason, so it’s best to let them go! From the employees perspective, to leave an organisation then suffer the indignity of asking for his/her job back (because the new job didn’t pan out as expected), is just too embarrassing!

However times have changed and it seems that this practice is gaining momentum…perhaps the savvy employee is a good exponent of ‘not burning bridges’ when they leave a company. Even though their leaving is for what they consider to be the right reasons; but by leaving on a positive note it won’t adversely impact on their reputation. As we purport in an interview, the first impression is important, well perhaps upon leaving [an organisation], the last impression is just as important!

When an employee leaves an organisation (and let’s look at this from a positive point of view), it’s for progression and better/different experiences… therefore this change will further develop the employee as a professional. Of course then, if she/he was to return [to a former employer], he/she will bring updated and/or different skills… and perhaps a different perspective on work and a new attitude! Perhaps even, the employee that returns is now a more loyal employee and therefore will ensure this tenure is even longer than the first, and he/she already knows the ‘politics’ of the organisation, so can work effectively in this environment.

It is important to acknowledge that there’s no guarantee returning to the ‘fold’ is going to be warmly accepted by all employees, and as such ‘management’ MUST consider the feelings of those who’ve remained, ensuring this re-employment does not cause dissention in the ranks.

Whilst there may be some initial awkwardness, Boomerang employees can deliver added efficiencies and can assimilate into the organisation quicker and easier (perhaps) than a new employee; in addition to renewed loyalty and contribution suggests good reason to consider this as a recruitment program to adopt when next filling a vacancy.

For Brisbane Broncos, time will tell whether the return of the so-called Super Coach will deliver the club another premiership… at the very least though, both the employer and the employee have an idea of what to expect from each other!