Employees leave for a variety of reasons, and not always on poor terms. The surge of boomerang employees, workers that return to companies where they were previously employed, shows ways supervisors can take advantage of trends in the industry. Someone with ready knowledge about the company’s inner workings can be an asset, or a detriment, depending on their motives. Here’s how to know if it’s the right move for your company.

Why Did They Go?

Examine the reason they left, because it bears more weight than most of the information you have on this potential hire. If they left because of a location change or educational opportunity, they can still be an asset to your company. Consider how the time spent away from your organization has probably made them a far better candidate for your team. Perhaps your ex-sales associate has obtained an MBA and is ready to operate in a leadership role. Learn more about what they’ve gained during their departure, rather than how long they’ve been gone.

How Did They Go?

Use your judgment to detect what qualities in a boomerang candidate will help bring your organization to peak performance. However, if you feel this returning employee has grown past their shortcomings, it is your role as a leader to make the choice that will most benefit your company. Employees that departed on uncertain terms, use your discretion. And if the worker was terminated, they likely shouldn’t return to your team. Any potential candidate should be in good standing, and be able to keep up with modern practices in the industry.

Can They Get Along?

Harmony among your colleagues is an essential part of productivity. A team that doesn’t get along won’t be able to maintain efficient work functions. Don’t jeopardize this by bringing back a discordant member of the team. Communicate with your employees when considering a boomerang . This allows you to ensure you haven’t missed a conflict with relationship dynamics. Hiring a returning worker may have unintended effects, which you will be responsible for. Additionally, avoid the hire if the boomerang employee left on a great note with you, but has a sour relationship with the rest of the staff. It may be difficult for your team to execute and feel comfortable in the company’s environment.

Who Will They Report To?

You want to be confident that this boomerang employee is beneficial to your organization, not a detriment. Evaluate all aspects of someone returning: will they hold their previous position, or are they receiving a promotion? Will the job they are offered reflect what they were expecting? Establish a chain of command when hiring a returning employee. This will decrease the likelihood of possible communication barriers and will help avoid a conflict of interest.

Boomerang employees may be a blessing or a curse. Weigh the options and make the best choice for you and your team. To help inform your decision, check out some helpful resources. If you’re looking for fresh talent, look no further than Davis Staffing. We have quality professionals that are more than ready to be a part of the team, so check out our website today!