When you think you want to boomerang: 5 signs you may want to return to the organization you left
Many of us have changed our work-life circumstances in the last two years. Some of us changed jobs, left corporations to start our own gigs, went part-time, started a side hustle or two, or established boundaries between career and family. Some of us have entirely redesigned our lives to align with our values and maximize our days with family, pets, and the outdoors.
I believe strongly that we all need a little self-reflection to determine what matters to us and to align our lives, not just our jobs, to who we are and what gives us joy, energy, and peace at the same time. This will be unique for everyone. There is no formula per se, but I often guide people to think about four areas to help them pick their career: Values, Strengths, Energy, and Belief (in oneself).
These same four areas can apply to any aspect of our lives. When you think about picking your life partner, focus on how you balance each other out in these areas but be sure you align on values. Nothing is more important than this. When designing your life, which many of us are blessed to have the option to do, we should approach how we spend our time to ensure it aligns with our values, strengths, energy, and belief.
I have spoken to a few former colleagues lately who have felt they made a mistake leaving their job in the last two years. One person said they left to take time off, and while they don’t regret the time to reboot, they wonder if they should have just set better boundaries and given it more time. I know former colleagues who returned to the companies they left because the grass wasn’t greener. I also know another colleague who returned to her organization but in a very different role that aligned better with her four areas.
This got me thinking about the boomerang concept….people returning to the organizations they left with a renewed sense of purpose. I love the example of one of my friends who loved the organization but just felt she was in the wrong job. I think it speaks a lot about her and the organization that she was able to return in a different role that better aligns with the needs of both. Talk about a win-win!
If leaders are wise, they should be doing two things: 1) Truly seek to understand why people are leaving and if there is anything they can change. 2) Build alumni networks. Leaders should welcome people returning with open arms, not sour grapes. Of course, I firmly believe organizations need to provide opportunities for people to take time for self-reflection, focus on their needs and purpose and allow them to architect their job within the organization wherever possible. But, sometimes, it takes a time-out for both parties to discover this. That’s okay.
Alumni networks are an excellent source of talent. Now, I know what some of you are thinking. Some people who left you would not be comfortable welcoming back. Fair enough. This is why I always tell any professional to show up and do your best no matter how you feel, and please, please don’t burn any bridges. You can leave with class and style because you never know!
With so many examples of this now, I started to think about what might be the signs that you should consider being a boomerang employee. Here is what I have learned from those who have done so.
The new “jeans” don’t fit.
I sometimes talk about a career like a pair of jeans. They need to fit, look fantastic, and feel great. Sometimes, it is that simple. You feel good about what you are doing, the impact you are making, and the people you work with. If you are with a new organization, and your jeans don’t fit, you may want to examine why this is. What can you change? If you feel a little stuck, you may want to figure out what is happening. I also think being very curious and exploratory in interviews is critical. I get it that sometimes our desire to leave where we are is powerful. Something new can always look shinier simply because it is new. But, once the shine wears off, if things don’t fit, it may be time to consider your options.
You are comparing…a lot.
Are you comparing your current job, team, leaders, environment, policies, etc., to your old organization? Occasionally is expected, but are you doing this a lot? You catch yourself saying to yourself or even out loud: “Wow…at xx company, at least I could work remotely every day. At xx company, I could pick my projects. At xx company, I had way more opportunity to grow and develop.” Whatever the comparison, if you find yourself doing this a bunch, you may want to think about whether you should still be there.
You constantly mention your previous company.
Are you one of those people who say: “At xx company, we did this? At xx company, this was our approach. At xx company, I always could do x.” If you constantly mention your previous organization, that organization is clearly on your mind. Time to think through if you should be there. If you can’t get passed saying “you” to we” at your new organization, you may not feel like you belong yet. It does take some time to start saying “we,” but I always know the people that aren’t totally on board when after six months they still say “You need to change this” instead of “We should change this.”
You really miss your peeps.
How many people left a role they didn’t like but missed their team and colleagues? If you stay in touch constantly and keep in the know about what is going on, you may want to consider if you miss being part of that loop. Of course, staying in touch with former colleagues is a great thing. I have many personal friends who were former colleagues along my career journey. But, still being in the know of everything going on and missing the chance to work with your team is a little different and should be examined.
Your old organization has made intriguing changes.
I think this last sign is one that my friends had in common when returning to their old organization. There was a change in leadership and a shift in policy and direction. These changes may have been brought on because people left or expressed displeasure. Regardless of the reason, these changes gave them enough spark to retake notice and realize their current grass is not greener, and in fact, the old organization is getting exciting.
Of course, deciding to make another job change is a personal one. I steer people back to the four areas: values, strengths, energy, and belief. If things align for you where you are, fantastic. If they don’t and you feel a sense of belonging or some magnetic pull tugging you back to where you left, explore a conversation.
Wise leaders will entertain the conversation to welcome back great talent that meets the needs of both parties. I think this trend will continue. Some of us just needed a little bit of a time-out. We all need a break to rediscover what matters. Sometimes, we may find that what we had was pretty good; it is difficult to see that when you are in the middle of it.
The old saying is sometimes true: “Absence makes the heart grow fonder.” Separation can give us perspective. This is all part of learning and growing. Leaders and professionals should bury our egos and make a return possible if that fits everyone’s needs.