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Prema nedavno provedenom istraživanju, 98% menadžera ljudskih resursa od 300 ispitanika je izjavilo da bi poželjeli dobrodošlicu bivšim zaposlenicima sa kojim su imali kvalitetan radni odnos. S druge strane, 52% zaposlenika od 1.000 ispitanika je izjavilo da se ne bi vratilo na posao kod bivšeg poslodavca.
Svaka od strana svoje stajalište podržava različitim razlozima.
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Nearly all (98 percent) human resources managers said they would roll out the welcome mat for a returning, or boomerang, employee who previously left on good terms, according to a recent survey of 300 HR managers by staffing firm Accountemps.
But not all professionals would feel comfortable returning to their old position or company. In fact, 52 percent of the more than 1,000 surveyed said it’s unlikely they would apply for a job with a former employer.
The top reasons cited included “I didn’t like management” (23 percent), “I didn’t like the culture” (14 percent), and “I didn’t like my job duties” (14 percent).

“Boomerang employees have a shorter learning curve and may require less training, and have already proven themselves and their fit with the organization so there are fewer surprises,” Bill Driscoll, a district president for Accountemps, a division of Robert Half, said in a written statement. “Companies who part ways unprofessionally or don’t take seriously the information they glean from exit interviews could miss out on bringing back someone great.”
When it comes to rehiring a former employee, Driscoll said the firm should consider why that person left in the first place.
“If they resigned to pursue education, training, or a role with more responsibility, having them back may bring new skills and ideas to the organization,” he added. “On the other hand, those who quit because of dissatisfaction with management, pay, or the culture may still be unhappy if they perceive nothing has changed while they were away.”

Accountemps offers the following five tips to firms that want to leave the door open for departing employees:
1. Conduct exit interviews. Get feedback from employees who resign and act on the information if it improves the work environment.
2. Part ways professionally. Avoid isolating those who’ve given notice. If they are leaving on good terms, treat them as members of the team until they walk out the door for the last time.
3. Communicate intentions. If you think you’d like to rehire an existing employee, let him or her know they’re welcome to return. Sometimes the grass isn’t greener somewhere else, and they might jump at the chance to return.
4. Stay in touch. Keep in contact with former employees who were top performers. You never know when their situation might change and they’ll be in the market for a new job.
5. Consider boomerangs for different roles. If they’ve gained new skills and experience, they may be better suited for other positions or departments.

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