Post by account_disabled on Feb 27, 2024 22:48:46 GMT -8
A survey of 5,000 employees in the US and UK revealed that 75% are interested in maintaining contact with the company they worked for after they resign. That's why Anthony Klotz, the business psychologist who coined the concept of the "Big Resignation," says the next dominant hiring trend will be boomerang workers .
According to Fast Company , hiring boomerang workers can be mutually beneficial. For companies, because employees who are already familiar with the culture and processes of their business need less training and adaptation to get up to speed and, more importantly, bring new acquired skills.
Meanwhile, employees, tired after a tumultuous two-year pandemic journey , recognize that establishing a long-term relationship with an employer can, in fact, lead to greater career progression than a brief step. by several companies.
Boomerang workers: Who they are and their disadvantages
Boomerang workers, ambivalent trend
Although there are great opportunities for everyone, one must be careful about the possible risks. Those responsible for the companies will have to convince former employees that the organization has not stood still for the last two years.
From the Talent Index research of the Fast Company Changsha Mobile Number List management platform , two clear priorities emerge among employees seeking to reintegrate into a workplace.
First, more than a quarter of the 5,000 respondents said they wanted to improve training and career guidance, indicating why they may have left.
Demonstrating new learning and development opportunities the corporation has launched—such as a talent acceleration program—could be an effective way to attract former employees.
Boomerang workers: Who they are and their disadvantages
Another key factor is demonstrating a vibrant culture despite the alteration of ways of working. One in four respondents prioritizes this feeling of cohesion over anything else.
Showing how the company culture has improved and become more resilient through increased and more frequent touchpoints could also serve to inspire optimism for the next chapter.
The data shows that, in the long term, managers must take a cautious approach to hybrid working. Although schedule flexibility is the advantage most chosen by those surveyed, almost half of them consider that the lack of contact with their company has hindered their professional development. Teleworking should be taken advantage of for the moment, without losing sight of the evolution of employee preferences and demands.
When interviewing potential boomerang workers , it's important to practice "radical candor"—openly acknowledging the issues or concerns that made them leave in the first place, and establishing what will be different this time—on both sides.
While not universally applicable, unresolved issues are a red flag, and ignoring the opportunity to find out why employees left could be a big mistake that will cost businesses again in the future.
Cautious optimism
Those looking to return to a previous workplace should consider why they are excited. Remembering a former boss and his or her strengths and focusing on the connections you have with former colleagues is important, but it likely won't be enough.
Both sides will want to know what has changed. When employers explain new initiatives, boomerang interviewees would do well to share the lessons and ideas they have gleaned from other experiences.
Boomerang workers: Who they are and their disadvantages
Successful boomerang workers have the potential to take on new tasks at their old job with renewed vigor, showcasing their new skills, without expecting everything to be the same. Although many things will likely remain similar, some processes, people and policies will have changed, and it is essential that everyone accepts these changes with flexibility.
According to Fast Company , hiring boomerang workers can be mutually beneficial. For companies, because employees who are already familiar with the culture and processes of their business need less training and adaptation to get up to speed and, more importantly, bring new acquired skills.
Meanwhile, employees, tired after a tumultuous two-year pandemic journey , recognize that establishing a long-term relationship with an employer can, in fact, lead to greater career progression than a brief step. by several companies.
Boomerang workers: Who they are and their disadvantages
Boomerang workers, ambivalent trend
Although there are great opportunities for everyone, one must be careful about the possible risks. Those responsible for the companies will have to convince former employees that the organization has not stood still for the last two years.
From the Talent Index research of the Fast Company Changsha Mobile Number List management platform , two clear priorities emerge among employees seeking to reintegrate into a workplace.
First, more than a quarter of the 5,000 respondents said they wanted to improve training and career guidance, indicating why they may have left.
Demonstrating new learning and development opportunities the corporation has launched—such as a talent acceleration program—could be an effective way to attract former employees.
Boomerang workers: Who they are and their disadvantages
Another key factor is demonstrating a vibrant culture despite the alteration of ways of working. One in four respondents prioritizes this feeling of cohesion over anything else.
Showing how the company culture has improved and become more resilient through increased and more frequent touchpoints could also serve to inspire optimism for the next chapter.
The data shows that, in the long term, managers must take a cautious approach to hybrid working. Although schedule flexibility is the advantage most chosen by those surveyed, almost half of them consider that the lack of contact with their company has hindered their professional development. Teleworking should be taken advantage of for the moment, without losing sight of the evolution of employee preferences and demands.
When interviewing potential boomerang workers , it's important to practice "radical candor"—openly acknowledging the issues or concerns that made them leave in the first place, and establishing what will be different this time—on both sides.
While not universally applicable, unresolved issues are a red flag, and ignoring the opportunity to find out why employees left could be a big mistake that will cost businesses again in the future.
Cautious optimism
Those looking to return to a previous workplace should consider why they are excited. Remembering a former boss and his or her strengths and focusing on the connections you have with former colleagues is important, but it likely won't be enough.
Both sides will want to know what has changed. When employers explain new initiatives, boomerang interviewees would do well to share the lessons and ideas they have gleaned from other experiences.
Boomerang workers: Who they are and their disadvantages
Successful boomerang workers have the potential to take on new tasks at their old job with renewed vigor, showcasing their new skills, without expecting everything to be the same. Although many things will likely remain similar, some processes, people and policies will have changed, and it is essential that everyone accepts these changes with flexibility.