Separation culture and boomerang employees

Separation culture and boomerang employees - using returnees against the shortage of skilled workers. A great blog from Stefan Schellerwho speaks to us from the heart.

The potential of returning employees (so-called boomerang employees) is still used far too little or in an unstructured manner by many companies.

Talent relationship management, alumni programs and facilitating the entry of alumni, for example, are valuable measures.

However, if there is no positive and appreciative culture of separation, the potential to win back former employees is lost. It is important to systematically develop a framework for a positive separation culture at an early stage.

Measures that have a positive impact on the separation culture are:

• Prevention - keeping an eye on employee satisfaction at an early stage
• Conduct separation interviews in a well-prepared and respectful manner
• Support measures for those affected are important (e.g. Outplacements)
• "Don't forget survivors - redundancies and their implementation also have an impact on the remaining workforce
• Professional offboarding with a focus on positive 1TP5employeeexperience

It is important to note that this topic is not only the responsibility of HR, but also of the line manager. A positive image of people (#positive psychology) also has a positive impact on the corporate culture.

Boomerang employees are an important source for combating the shortage of skilled workers; above all, they usually bring additional expertise and experience and can be integrated quickly.

You can find the full article on the topic of boomerang employees by Stefan Scheller here here.

This might also interest you:

• Giving notice: How do I tell the employee?
• "Survivors" are often lost during reorganization measures
• Outplacement as added value for employers