"returnees". There are reasons to reconsider the dogma

Often, however, everything happens as in the films "about the good and bad spies spies." Many managers do not just once or twice to change jobs, to any attempts to look for his subordinates, "which is better" are very negative. This is logical: who wants to lose employees? But some directors, indignant about the dismissal of employees, swearing never and would never have more than anything to do with those who have moved on to a new job.

Time passes, and sometimes it happens that former employees have declared their desire to return to their original location. What we can do: give up, or take the "returnees" to work?

World practice of personnel management shows that should not be denied such an "employee-boomerang» (boomerang employer) just because he had once left the place of work in the company. Loyalty "Prodigal Son" can be much more useful than a contrived dogmatism administration - "Do not let go!"

"Returnee" is economically beneficial. Try to understand what are its advantages.

 Former employees are well aware of thecompany's corporate culture, performance standards, the requirements for this position, the collective - hence they do not need a period of adjustment, which is mandatory for recruits specialists.

 The team is already well-known strengths and weaknesses of the employee, his potential, and established communication.

"Returnee" can bring new ideas to the company's work, knowledge, experience, use the connections that acquired elsewhere. Sometimes he even knows exactly where to put the innovations that they grasped "on the side".

 There is reason to believe that the officer will try to atone for their "guilt" and will work with a greater impact - at least at first.

For the organization of prestigious, the staff and got acquainted with the work of other competing companies (to be fair, often is the case), returned to her former position. "And we are better than others" - not without reason, can claim the employer by taking back "employee-boomerang".

On the other hand, there is and disadvantages, which are mainly associated with the emotional component of such a dismissal, return.

 Management of the company: "Where is the guarantee that this will not happen again?"

Employees: "He left us, and then, realizing that there are good back. We are here to work for him ... "

Security Service: "And if he was playing a double game? Whether competitors been sent? "

Emotional stress usually feels himself "Officer boomerang." Sometimes he acts first through intermediaries - former colleagues and then communicates with the company's administration. After all, not everyone will be able, after his hopes were dashed in a new place, openly declare their willingness to go back. "Returnees" can also offer lower wages and the same.

The survey of 36 executives and management experts on staff on the topic related to "staff-Boomerang" showed that in some, especially in large companies operating in complex environments, competitive acts unwritten law 'returnees' do not take. "

And yet the general opinion is inclined to think that the issue of the return of an employee should be approached individually each time. It is also significant that almost all managers and eychar professionals agree on the fact that, whatever the position of the employee or occupied, much depends on such factors: peacefully if left "returnee" if it did not happen at a critical moment for the collective activities, whether or not the a Liaison Officer with former colleagues at least informally or permanently "burned bridges".

The conclusion is clear: where the employee worked, it is economically advantageous "beautiful" part with former employers and colleagues. Who knows how the rest of life ...