{"id":10642,"date":"2022-08-19T18:53:00","date_gmt":"2022-08-19T23:53:00","guid":{"rendered":"http:\/\/blog.jlbn.net\/?p=10642"},"modified":"2022-08-19T18:53:02","modified_gmt":"2022-08-19T23:53:02","slug":"hate-your-new-job-and-want-to-boomerang-to-your-old-gig-here-are-3-ways","status":"publish","type":"post","link":"http:\/\/blog.jlbn.net\/?p=10642","title":{"rendered":"Hate your new job and want to \u2018boomerang\u2019 to your old gig? Here are 3 ways"},"content":{"rendered":"\n

It’s been more than a year since organizational psychologist Anthony Klotz predicted the Great Resignation<\/a>, and that the Covid-19 pandemic would lead to pent-up resignations.<\/p>\n\n\n\n

Since then, a record\u00a04.5 million workers<\/a>\u00a0in the United States\u00a0<\/strong>walked away in March 2022 alone.<\/p>\n\n\n\n

But a new trend could be emerging \u2014 “boomerang employees<\/a>.”<\/p>\n\n\n\n

According to LinkedIn<\/a>, they’re workers who “left their company under positive circumstances, but for various reasons they eventually decided to rejoin their organization.” <\/p>\n\n\n\n

Such employees accounted for 4.5% of all new hires in 2021 \u2014 up from 3.9% in 2019, LinkedIn added.\u00a0<\/p>\n\n\n\n

Employees who are concerned about financial and professional stability are … looking back to former companies they have confidence in.<\/p>Jennifer Brick CAREER COACH<\/cite><\/blockquote>\n\n\n\n

A possible surge in boomerang employees<\/a> this year could also be a side effect of the Great Resignation \u2014 as recent research<\/a> from payroll firm UKG found that 43% of people who quit their jobs during the pandemic now admit they were actually better off at their old job.<\/p>\n\n\n\n

Then there’s the\u00a0economic downturn<\/a>, which led to\u00a0layoffs<\/a>\u00a0\u2014 most prominently in the\u00a0tech sector<\/a>, said\u00a0Jennifer Brick<\/a>, a career coach.<\/p>\n\n\n\n

“For those who were lured away from steady jobs [to the tech industry], their compensation has been significantly reduced if\u00a0stock<\/a>\u00a0was a major portion.”<\/p>\n\n\n\n

She added, “Employees who are concerned about financial and professional stability are not just looking around for the best place, but looking back to former companies they have confidence in.”<\/p>\n\n\n\n

CNBC Make It<\/a>\u00a0speaks to workplace experts on how you can get your old job back.\u00a0<\/p>\n\n\n\n

1. Speak to someone who knows your ‘quality of work’<\/a><\/h2>\n\n\n\n

The one advantage you have as a boomerang employee is the existing relationships you have, said Brick. <\/p>\n\n\n\n

“You know who to get in touch with. Depending on your relationship you can ask them to have a coffee catchup, or simply make an ask by email.<\/p>\n\n\n\n

“You need to be clear in explaining why you left, why a return would be different.<\/p>Brad Harris PROFESSOR, HEC PARIS<\/cite><\/blockquote>\n\n\n\n

Brad Harris<\/a>, a management and human resources professor at HEC Paris, added that you should pick someone that “knows your quality of work.” <\/p>\n\n\n\n

“Maybe it’s a former boss or maybe it’s someone in a different department that you worked with on a cross-functional project.”<\/p>\n\n\n\n

2. Explain why you’re better than before<\/a><\/h2>\n\n\n\n

To make sure that the reasons for your departure have been addressed or resolved, Harris advised, have an “exploratory conversation about what’s happening at the organization.” <\/p>\n\n\n\n

“If it feels right, explain logically why you have been thinking a return could make sense. You need to be clear in explaining why you left, why a return would be different,” he added.<\/p>\n\n\n\n

Most crucially, you should explain how and why you are a better employee since the original stint, said Harris, who has conducted research<\/a> on boomerang employees. <\/p>\n\n\n\n

However, he advised that timing plays an important role in the process. <\/p>\n\n\n\n

“I’ll caution that sometimes they may need some time to work through their own feelings about bringing back an ex-employee, so in some cases you’re planting a seed that may take some time to bear fruit.”<\/p>\n\n\n\n

3. ‘Plant the seeds’ before you leave <\/a><\/h2>\n\n\n\n

For Amy Zimmerman, the chief people officer of Relay Payments, the process of getting your old job back “starts before you leave.” <\/p>\n\n\n\n

“When you do decide to leave, treat that separation and your actions that follow as supportive and as accommodating as possible,” she said.<\/p>\n\n\n\n

“Having a solid relationship with multiple people at the company is important.<\/p>\n\n\n\n

“If you know that they’d be thrilled to have you back, it’ll feel far less vulnerable to reach out.<\/p>Amy Zimmerman CHIEF PEOPLE OFFICER, RELAY PAYMENTS<\/cite><\/blockquote>\n\n\n\n

Additionally, you should also “plant the seed” that you’d love to work with them again, said Zimmerman. <\/p>\n\n\n\n

“That way if you do decide you’d like to return, you’ve already laid the groundwork.” <\/p>\n\n\n\n

That will also help prevent the conversation from being awkward or “weird,” should you choose to return to your former workplace after a short time away.\u00a0<\/p>\n\n\n\n

“If it’s good [relationship], it’ll be easier to say you made a mistake and the new opportunity isn’t going well,” added Zimmerman.<\/p>\n\n\n\n

“If you know that they’d be thrilled to have you back, it’ll feel far less vulnerable to reach out.”<\/p>\n\n\n\n

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