Should you be a boomerang employee?

September 24, 2012|Joyce Lain Kennedy | Careers Now, Tribune Media Services

DEAR JOYCE: After leaving a good job for what I now recognize as blue-sky promises that failed to materialize after six months, I got a call from my old boss asking that I come in and talk with him next week about returning to my old job. I agreed. My girlfriend thinks that going back would be a mistake, but I'm not so sure. The old place is looking pretty good to me right now. Pros and cons? -- C.T.Y.

I like the odds of your boomeranging into a second act on your former stage. Here are some points to consider on both sides of the issue:

GOOD RIDDANCE. Employers formerly viewed the departed not as dear but disloyal. Some still do. From your viewpoint, whatever dissatisfactions -- bosses, co-workers, duties, dead ends -- that caused you to depart the premises are probably still there with longer fangs than ever.

COME BACK. Employers' gains from rehires include a reduction in recruitment time and effort, substantial savings in training costs and fast payback -- boomerang employees can jump in the pool and start swimming laps immediately. Plus: You're a known quantity and fit.

From your viewpoint as a "come-back" kid, your gains include an enhanced resume (because employers don't hire back marginal workers), potentially faster promotional opportunities to keep you on board this time and a less stressful workday (because you're familiar with the company culture and ropes).

And, let's face it, returning to what you know may feel more comfortable in an uncertain job market.

NEGOTIATING RETURN. But before rushing to say you're onboard again, remember, they came after you! You must be pretty good. Depending on the level of the job and how badly they want you, negotiate a pay raise or extra vacation time.

Ask to resume your employee benefits as if there had been no break in employment, as though your time away was simply a leave of absence. This translates to things like no waiting period to join a benefit or health insurance plan, vacation eligibility as a continuing employee and your seniority restored.

Suggest that your employment offer letter contain a minimum severance provision of three months' pay (for example) if you are terminated for any reason that's not your fault.

CHECK THINGS OUT. Before entering into negotiations, research the company's long-term outlook, speak with friendly former co-workers about what's happening inside and contact company returners about their "come-back" kid experiences.

FUTURE PREP. Because you never know when you'd like a second bite at the apple, it's prudent to say farewell with foresight before quitting any job. After notifying your immediate supervisor that you're on the wing, follow up with a friendly letter of resignation. Then clue in co-workers who will have to sub for you until the job you're leaving is filled.

Next, write a letter to higher ups confirming your excellent experience as part of their team and pledge not to forget it or them. Add that you can think of no more desirable career goal than to one day rejoin the company in a position that capitalizes on your future professional growth. Even when the management team changes, your letters may survive in company files.

Be extremely cautious in exit interviews. Shrug off an interviewer's talk about your conversation being confidential and designed merely to help the company improve itself as a good place to work. Resist saying negative things about people or policies. Cast everything you say as a constructive suggestion to improve productivity or company profits.

Finish projects. Be pleasant but vague about your plans. Offer to answer questions for your successor. On your last day, bring a bowl of fruit or a cake with a card thanking everyone for everything. Look as good going away as you did coming in.
