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Cars, fashion, and music all have evolved over the years – and so has the typical career journey for today’s employees. TESSST 

While our grandparents may have started and finished their careers at one company, it’s hard to imagine an industry where that is the norm today.

The average employee is switching jobs more frequently, whether to make a career change or get a pay increase. Often, this nonlinear career path leads employees back to a previous employer – aka, “boomerang employment.” Workplace Trends finds that 40% of employees said they would consider going back to a former employer, and 76% of HR pros are more open to hiring boomerang employees than in the past.

With boomerang employment on the rise, it’s imperative for HR pros to implement an offboarding plan that is boomerang friendly. A comprehensive offboarding program will leave employers and employees feeling positive about the experience, which sets a precedent for a healthy future relationship. Consider these three tactics to successfully and gracefully say goodbye to employees:

  1. Mind the exit. The first critical step in the offboarding process is conducting an effective, honest exit interview. Not only will this give employees an opportunity to voice their positive and challenging experiences with the organization, but the feedback received can help an organization to grow. A strategic exit interview program will center on objectives such as improving talent management, learning about managers’ leadership styles, and gaining a strong understanding of employees’ perceptions of the organization. This is an opportunity for exiting employees to feel their voice is heard, which in turn could develop a lifelong advocate for the organization.
  1. Roll out the red carpet. When employees leave an organization, there can be gaps in their benefits plan, causing disruption and anxiety. You can help make that transition easier, with a technology platform that offers exiting employees the ability to elect, enroll, and set up payment for a range of benefits plan options when they leave. Providing this option for employees can offer peace of mind during a transition period, and create a positive exit.
  1. Don’t be a stranger. Keep open lines of communications with former employees. A third of Gen X employees and 46% of Millennials say they would return to a former company. Stay in touch with former employees who left voluntarily and on good terms through industry events and social media, so that you’re top of mind when they go looking for their next role.

Read our e-book for 6 advantages to hiring boomerang employees.

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View all Posts by Rae Shanahan