According to Dictionary.com, the word “boomerang” has two different meanings:

1) To come back or return

2) To cause harm to the originator; backfire

Let’s talk about the benefits of the first one and how to avoid the second. 

I often use the phrase “boomerangs” as it relates to employees who quit their company and then at some later time want to come back home.  Retention data suggests that these returnees stay about twice as long as they did the first time.  Companies spend little money in the “rehire” and can often skip training and development.

The key to engaging these returning employees is determining the reasons they left in the first place.  According to Leigh Brahnam author of The 7 Hidden Reasons Employees Leave, money is no where to be found.  What does show up on the list is a combination of the job not being as expected, not getting along with the boss, an inability to balance work-family life, and a lack of growth and development opportunities.

If you’re going to rehire an employee, take an honest assessment of why you want them back, and why they say they want to return.  If the root causes of their turnover haven’t been addressed, you won’t be doing your company or them any favors.

It’s never good to have to “back-fire”.