Company owners and managers have been struggling with the idea of bringing back their ex-employees since the beginning of time. The problem is only compounded when a valuable employee leaves on a bad note or negative terms. On the one hand, their past contributions to the company are significant enough to warrant reconsideration. Conversely, the fact that they’ve left before is bound to leave some doubt regarding their dedication and dependability.
While it used to be a rather infrequent practice, the act of rehiring ex-employees has become much more commonplace in the 21st century. Relentless competition, lifestyle changes and even the desire for career growth can all lead to a valuable employee’s departure. Likewise, increasingly poor performance, troublesome attendance and a lack of day-to-day motivation can also lead an otherwise good employee to the door.
If you find yourself in this situation, know that you do have options. If you are considering rehiring past employees, make sure to weigh all the pros and cons before settling on your decision.
Is It the Right Time?
You first need to ask yourself if it is indeed the right time to reintroduce an ex-staff member to the workforce. Depending on any changes that have taken place since their departure, as well as the current and future needs of your company, you may decide that now is not the right time.
If this is the case, don’t be afraid to state this in a clear and straightforward manner to the ex-employee in question. Moreover, make it clear that you may be open to their reinstatement as your company’s goals and objectives evolve over the course of time.
Why Are They Returning?
Next, try to figure out their exact reason for returning. If they left their previous company on a bad note, just as they did with yours, you’d be right to hesitate. Job hoppers, or those who switch between jobs frequently, are almost always a red flag.
You’ll also want to find out what your former employee has learned, either at their latest job or since leaving your company. Individuals who have taken the time to pursue higher education or advanced training might be worth the risk.
How Will Your Current Staff Respond?
Finally, make sure to consider your current staff. If they’re in need of additional help or support on a day-to-day basis, they might welcome the ex-employee with open arms.
On the other hand, if their hours need to be cut or their workloads reduced in order to accommodate the return of a former employee, you better be ready for some grunts and groans from your workforce.
Making a Well-Informed Decision
While the decision ultimately falls on your shoulders, it’s a choice that should be made with the help of your current staff and the ex-employee in question. Once you include others in the decision-making process, and once you factor in their input, you might find that the decision has already been made on your behalf.
Partner with a Leader in Staffing in North Carolina
Mega Force will simplify your temporary staffing, give you greater insight into your staffing spend, and help you improve the quality and reliability of your contingent workforce. Contact our great team today to get started on working with one of the best staffing agencies in North Carolina.