Employee Comeback to Erstwhile Employer

Pinky Dey 

Assistant Manager

WIPRO, CBE, Talent Transformation

Employee Comeback to Erstwhile Employer

Nancy, left her previous organization five years ago for better career prospects. Over this period, she realized that she misses the environment that was offered by her prior employer. Therefore, she considers going back to her erstwhile firm and believes that her good impression with the organization would enable this process. However, her dilemma is: Will the organization accept me yet again? How difficult or easy would it be for me, to withstand my positive impression?

If you are a re-joiner, then these could be some deliberate questions that may need to be answered.

The good news is, while most organizations increasingly consider hiring old timers, employees also consider rejoining. The benefits are experienced either sides. Roping in previous employees is smoother than incurring costs in recruiting a new employee. As the training investments are lesser compared to a new employee. Moreover, aformer employee is known, tried and tested.  As far as employees are concerned, it takes time for a new hire adapt to the organizational  culture, grasp work needs and deliver results, whereas an old-timer is familiar with the culture, the practices and the people; hence, the transition is mostly easier.

Nonetheless, one also needs to evaluate the reasons behind leaving the organization in the past before making a decision to rejoin. Some of the reasons could be: to pursue academics, the desire to check out new pastures or workplace specifics.  Do consider rejoining by all means, but if the reasons for your exit were workplace – specifics and they still exist, contemplate your options wisely. If you had chemistry issues or disconnect, matching of minds is unlikely to happen. Hence, it is vital to evaluate the decision to rejoin the previous employer on several parameters.

In contrast, if the organization seeks you out, you already have a head start; the organization unquestionably sees you as a highly talented resource and you need to just prove them right.

However, the unsaid truth is, whether you approach your erstwhile organization or the organization seeks you out, sustaining theemployee’s positive impression by all means becomes imperative and the responsibility mostly lies on the employee’s mindset while revisiting the earlier employer.

On that node, few tips that a re-joiner may follow to excel are:

  1. Be ready for higher expectations: As expectations from your role may change over years due to organizational dynamics, it is good to clarify them with your stakeholders to understand the results expected and the support you need to achieve them. Be ready for high hopes from you as your stakeholders would like you to apply all that you learnt from the outer world when you were away.
  2. Sustain positive perception: The high of being sought after is good whilst it lasts for long. Give your best to sustain your positive perception. Deliver results, perform consistently and be persistent. As once the excitement dies you may operate in probably the same environment you left.
  3. Be cautious about flattery:Your performance would prove your mettle anyways so, you don’t need to flatter people unnecessarily to regain people’s confidence in you. Just be a true employee out there to deliver results.
  4. Manage team curiosity: When you rejoin, your team may have a lot of curiosity about you coming back. The best way to deal with it, is to not avoid it but be honest about the reasons you left and the background of you coming back.
  5. Re – tap your relationships: Rejoining your previous employer is like remarrying. Efforts required could be a little more than before. To re-establish trust among known people, express genuine gratitude to everyone who helps and offer support. You may find many in the team who would have voluntarily supported you when you worked with them previously.Revisit those relationships, try to regain their confidence in you as they would be the best source of helping you understand, what changed after you left.
  6. Apply new skill:Remember, you are re-hired with an expectation of applying all that you’ve learnt when you were away, as the organization would like to make the most out of it to add value to the current projects and assignments. Any new skill that you picked up after leaving the organization previously could be applied in action to show improved results. Do not skin them, apply them wherever you get an opportunity.

For most people, careers have ceased to be a lifetime commitment to one organization, but when an employee decides to come back and is accepted with a warm heart, it talks a lot about the confidence the employee and the organization have on each other. Generally, it may take some time for both to re-accept each other as either sides go through specific changes over the parting period, this journey could be a little easier for those employees who demonstrate behaviors that imply progressive mindset so, to excel ‘with’ your previous employer in the current state.All the best to all employees who have decided to come back to their erstwhile employer!













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Lessons Best Learned Early in your HR Career


Anita Simson

Manager – Human Resources

Towell Mattress & Furniture Industry

Lessons Best Learned Early in your HR Career

Learning- is every day, everywhere and it happens every moment. Learning is an incessant activity, atleast for some. For me, every activity ends up teaching you something or the other. We either learn deliberately something that needs to be grasped for task fulfilling and there are some other things that are gathered on the go. And, I truly feel the gathered ones- those are the real skills you learn- to tactfully encounter any situation.

Few things that the corporate world taught me and will always work wonder for anybody are:

  • Boss is always right.

Your ideas are not well accepted if your relationship with your reporting boss is strained; always stay in his good books with your commendable job and you will learn and grow incessantly. Good work will only help you and don’t get me wrong…and do not ever get into the buttering job.. this doesn’t last long.

  • Be Realistic

Being realistic to the situation helps me to set and get the real value. The term of being positive has not always worked for me. Simply hoping for positive and doing nothing to fix the glitch or just staying positive and not doing anything to work out for the results seems to be idiocy. It is better to train your mind to be realistic and encounter the real situation. This empowers you not to shatter down and get the things done after taking 360 degree perspective.

  • Probationary period

This period is meant for you to get into the right path. Utilize this period for you to understand the company culture & your boss and refrain yourself from not doing the wrong thing at the wrong time. It is not obligatory that you do the right thing at the right time… but it is very important that you may not end up doing something at the wrong time.

  • Mind your own business to a certain extent.

You got a profile- understand the same, master in the same and leave your imprint in your job works.

: 2 :

  • Be Adaptable

Accommodate yourself to the company culture and if doesn’t fit, look for something that fits you in well. [very much required]

  • Being Coo-operative.

At the first instant, get cooperation from everyone and ensure your involvement doesn’t annoy others and then slowly & steadily cut down the path for your ideologies. Make way for buy-in for all your ideas.

  • Diplomatic behavior

It’s nothing- but to be tactful, thoughtful and judicious before performing the act… a smart move…and many a times, your call is to handle the situation that very moment. Your diplomatic thought or act should be purely based on the demand of the situation and basically, one thing to bear in mind is – keep the organizational objective on top.

Now, I understood- being a HRP, one needs to be diplomatic also and only then you can be a mediator and be a connector between your employees and the management. To be an Employee advocate, you need to have a complete control on your rational behavior and hence one logic is very clear- advocacy is diplomacy. The world of HR, where you are dealing with people and not with machinery makes you different and demands you to be diplomatic. Unlike machineries, people are not programmed, people and their behavior are not predictable and thus you need to handle them tactfully, discreetly and diplomatically.

  • Be Objective

It is not about just being nice to everyone all the time. You need to be work-oriented, people-oriented and finally it makes the difference when you are goal-oriented. This is indeed a matter of being ethical.

Being ethical is not always easy and comfortable. You will find yourself in such a station where you can find things circumstantially right but certainly unfit for the position. At times, this will put you in a fix and will be quite trying at times.

These lessons certainly doesn’t demand you to do anything unethically. Do it at your pace considering others pace at the same time. However experienced you may be, every new company premises promises a new ground for you to perform and excel.

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Keeping Employee’s Motivated with Training is the Right Strategy

Arpita Ganguly

New Delhi


Keeping Employee’s Motivated with Training is the Right Strategy:-

During my Graduation days, pondering over which future course to take, a traditional post-graduation or a more popular MBA, I chose the latter for entering the Human Resources arena, keeping in mind my interest in psychology, presentations, learning and development and importantly a corporate life.

Soon I realized upon joining an organization that an MBA is becoming a must to hire managers. The tradition of Graduate as only criteria with work experience was no longer valid.It came as a pain to many who wanted to climb up the ladder, but could not till they completed their executive MBA courses. It was of-course, not a pain but a pleasant surprise to me.

Employers were sometimes at a turmoil whether to sponsor this education and risk losing the employee once the course is completed, or to refuse sponsorship and only give education leave breaks, resulting in employee demotivation. The company could lose an employee as a result of training. But on the other hand you could have an employee indebted to the organization for sponsoring him and also stay back a few additional years.

I learnt from my Head HR however, that the cost of having untrained managers is much more than risk losing one.

In the broader perspective, undoubtedly the training is both expensive and time consuming and while its effectiveness and returns are at times debatable, sometimes talent retention becomes a bigger issue in this context.

Here, it may be worthwhile to consider the following:

  • What if you do not train your employees and they choose to stay! Everybody will be a loser… the biggest loser being the organization. A well-trained employee with a shorter stay in the organization is far better than a less or poorly trained one who sticks with you till retirement with no scope or willingness to learn. He may further spoil the work environment by down grading importance of learning with his own juniors increasing overall demotivation.
  • There have been many occasions when employees complain about lack of training. They are not looking for free lunches in fancy hotels. These are the employees who have a strong desire to learn and perform better. Ignore this fact and be prepared to lose this talented lot.
  • Many companies keep careful statistics of candidates screened, shortlisted and finally hired. Just add another element – how many fully productive employees have been added. It may be horrifying to see that all that investment in recruiting, hiring, and integration was going waste in the absence of proper training.
  • Also this training has to be a regular practice. One day of practice is like one day of clean living. It doesn’t do you any good.
  • Finally, we may not be able to always give monetary hikes/rewards to employees. We can however make them more productive, well trained in area of their choice and pertaining to the business, leading them to get more recognition by growing as a high potential employee. We build extra steps for them to climb the corporate ladder to success.

“Good training doesn’t cost, it pays”. Like Brian Tracy said: Take all the training you can get, one good idea is all you need to save yourself years of hard work.



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