Employee retention is critical to the long term health and success of the business. Bosses readily agree that their role is important in retaining the best employees to ensure business success. Though bosses can quote this fact so well, however, many behave in ways that so frequently push great employees to quit their job. It is after some time the organisations regret losing star performers. Companies are forced to say good bye to star performers.

People with talent have many opportunities. Engaging them forever in the same company is a tedious task. The void created by these star performers can't be filled that easily. Building the lifelong association with these former employees is a new mantra in management.

New perspectives

Bringing back employees who used to work for the organisations is savings in recruiting and training costs. Also, the former employees know the procedures system and most importantly culture of the organisation. These former employees will adjust and settle in the environment within no time compared to the new employees who take more than six months to settle.

Apart from this, they also bring in new perspectives and outside experiences that they have gained during the period of being away from the organisation. Organisations must make it open to the leaving employees that they are welcome anytime because they are valuable assets to the organisation. Keeping in touch after they leave in terms of informing them the affairs of the company and vacancies to be filled and any other issues regarding future growth of business could be discussed with them.

Remember that former employees though may not express that they want to come back but maintaining a rapport with them would make it easier for bosses to call them back. Keeping the employees happy during their tenure in the company as well as after leaving the organisation pays a lot in the longer run.

Greener pastures

According to Dr John Izzo, “Today’s employees, especially younger employees, want variety and will often leave even if we treat them well. We should start thinking about people working for us several times in a lifetime instead of once for a lifetime.” There could only be two reasons for the employee to leave the organisation for greener pastures. Firstly, there was no growth opportunity for them in their current job profile and secondly there is no recognition for what they have achieved in the organisation. When an old employee is rehired, the organisation should make sure that it is for a life time or longer duration. It necessitates an environment that fosters growth and recognition. A major decision here is to retain them the second time so that they don’t regret coming back to the old employer.

Remember, it is important for an organisation to position the returning employee’s expertise and new position strategically, so that existing employees come to realise that the job is to bring in the best talent possible.

Existing employees may feel endangered because of rehiring the former employee and it might lead to an increase in attrition.

The need to rehire ex-employees:
 
*The loyalty levels of former employees are often high and chances of them parting again are reduced.

*The recruitment costs are reduced to greater extent

*They are aware of the work environment and culture

*They need not be inducted and trained

*The organisation should be sending a good message to all the employees that people are recognised and would be flexible if they come back

*They know the stakeholders including customers and employees of the organisation

*They have knowledge of system, procedure and policies

*They have knowledge of products and services because of the past acquaintance

*They would bring outside experiences and perspectives that can revive the present working conditions.

Points to remember while rehiring:

*The HR or recruiting staff should be trained well to welcome the returning employee with recognition and that they are valuable.

*Encourage polices on sabbaticals or upgrading themselves

*Create an alumni for the ex employees as it is a platform to communicate

*Organisations should call them when they are ready to give them the space and profile better than the previous assignment

*Point of view here is not to forget that there should be flexibility for the ex employees as they have taken a decision to comeback

Talent market

The exit interviews give a clear picture of the reasons for the employee to leave the organisation. In an inundated talent market, most of the sectors are facing high attrition rates. Organisations should welcome the employees who have left.

Remember that for a top performer to leave the organisation the boss is to be blamed. It is the ineffectiveness of a boss that made them leave the organisation. There are bosses who consistently drive away talented people fearing that they may be overtaken by them. Unfriendly policies such as inflexible work schedules, stringent dress codes and many other rules that turn away potential people should be eradicated.

Vibrant workforce

The role of the boss here is to make them feel that their absence is like going on a sabbatical and not leaving the organisation forever. In today’s vibrant workforce and workplace, the employees are not hesitant to welcome back their ex-employees and employees are not embarrassed to go back to their ex-employers or organisations.  

Rehiring the former employee is the best solution to retention problems. Hiring them can be the strategy for surviving in this competitive corporate world. There are different reasons for working for every person. The reasons for working are as individual as the person. But, we all toil because we accomplish something that we need from work. The something accomplished from work impacts self-esteem, motivation and the quality of life.

To create positive employee motivation, employees are to be treated better as they really matter. These ideas will help bosses fulfil what people want from work and create employee motivation. By not welcoming the former employees, they are losing out talented people for pride and principle.

Instead, it is crucial that rehiring is made a key part of the overall sourcing and recruiting strategy. “Hire people, who are better than you are, then leave them to get on with it . . . ; Look for people who will aim for the remarkable, who will not settle for the routine,”says David Ogilvy.

The writer is Director of Adarsh Institute of Management and Information Technology (AIMIT), Bangalore and can be reached at anithar72@yahoo.com