RERUN: Considerations if you are returning to a former employer
It is undeniable that the entire culture of work has dramatically changed over the past 35 years. Until the 1980s, it was not uncommon for someone to graduate, go to work at a company, and work in a succession of roles of increasing scope for 40+ years until retirement from the same company. This is all but unheard of today. “Job hopping”—the practice of staying with an employer for a short period and then moving on—is no longer something that arouses suspicion on the part of employers. It is simply the way it is and the way that younger generations approach their careers.
Another thing that was taboo was the idea of rehiring an employee who departed the company. If the employee left, there must be something wrong with her? At a minimum, it showed disloyalty, right?
Wrong. There is no longer employer-employee loyalty, and both parties know it. We have evolved to the point where we view career moves as strategic stops along a longer journey. There are many reasons to consider a return to a previous employer. “Boomeranging,” as it is called, has benefits for all involved. For the employer, a previous employee is a known entity. The employer is already aware of the candidate’s performance and areas of strength. As for the employee, in boomerang situations, they are usually in the position to ask for what they want. It’s one of the times in which the candidate holds the cards.
If you’re considering a return to a former employer, take note, and reflect on the following:
Why did you leave in the first place? Did you leave for reasons unrelated to the company, such as a better-compensated role elsewhere, or did you go because the culture was untenable, and your boss should have been tossed in the river? If it’s the latter, realize that it is possible, if not likely, that your old company hasn’t fixed what was broken.
How have you improved since leaving? What new skills have you acquired? What exciting and high-profile projects did you complete? Have you deepened your knowledge of the industry? All of these are valuable to your former employer but also to you. You need to identify and quantify how you've grown and, most importantly, promote it.
Don’t assume it’s going to be the same as it was before. Whether you’ve been gone for six months or six years, the workplace you left is not the same one to which you will be returning. Priorities shift, competition heightens, and leadership changes. All of these affect the daily lives of employees. Be sure that you’re excited about a new opportunity and not by a desire to relive the past.
One thing you need to do before returning to a previous employer? Research! Conduct your due diligence. Leverage any contacts you still have at the company and discuss with them the possibility of your return. Look at the company’s performance—poor financial performance can be a warning sign for some, but it can represent a tremendous opportunity to lead a turnaround for others. The bottom line is that even though you know what it was like to work for the company in the past, it is not going to be same upon your return. Evaluate the company and your reasons for returning so you can make the best decision for YOU.