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As job changes flood your feeds, notice that there have been more boomerang employees than ever before.

Sometimes employees “boomerang” (return to a company where they’ve worked before) because the grass wasn’t actually greener. Other times, organizations and managers didn’t know what they had in a team member until they were gone and so they recruited that superstar back. And, there have been so many job opportunities opened, closed, and reopened during the course of an unpredictable pandemic, that more stars have aligned for talent to return. 

Regardless, more employees are returning to managers, cultures, and companies they left. Boomerang employees show proof of an employer brand so strong that it attracts an employee twice.

If you want to build boomerangs back into your talent attraction and recruiting strategy, here’s some ideas:

Normalize it: Build boomerangs into the culture.

When boomerangs happen and they’re celebrated, you’re sending a message to all employees. Team members who leave will always remember that returning is an option. That’s a powerful recruiting message. 

VRBO uncovered stories from employees who boomeranged back: why they left, and why they came back. Then, they shared those stories in a video to celebrate.

This is also important if you’re a company that takes risks and encourages employees to go for the big idea. Empowering your people to take the leap and go see what’s out there is an unexpected but natural way to extend culture. Normalizing the boomerang makes it safe for employees to take their shot and either score or miss, knowing that it’s possible to return to your supportive culture.

Reframe it: Leaving is not a betrayal, it’s growth. 

Stop treating team members like they are suddenly dead to you (and your company) when they leave. An employee leaving your team or company is not a betrayal: it’s growth. Your former colleague is taking all they learned from you, their role and your company and applying it in a new environment. That’s something to celebrate. 

Change your mindset not because you think they’ll be more likely to come back; do it because it’s healthier to genuinely wish people well. Life happens, big ideas strike, opportunities appear; sometimes it’s not personal. And, when it is personal (there’s that old adage that people don’t leave bad companies, they leave bad managers), you need to make peace with your shared experience and celebrate what’s next for everyone.

Don’t just “not burn a bridge;”  light the path forward with candles:

Celebrate it! Share it! Public acknowledgement goes a long way.

Apple retail stores have a “clap out” on an employee’s last day before they move on.

We also love this new trend: companies and managers posting grateful messages and best wishes to their team members who are leaving for something new. They’ll remember this as the capstone of support from a job well done and learned. 

Here’s something we created for our own boomerang: Bernadette Launi who has returned to Stories Inc.! Here’s how we sincerely celebrated her on our channels when she took a new position outside our company. And, now we are thrilled to welcome her back a year and half later.

Shine a spotlight on team members when they’re coming, going or coming back!

It’s always a great time to capture team members’ stories and shine a light on their great work. Learn how we do it at Stories Inc. in our new guide!