{"id":23992,"date":"2023-07-23T11:47:19","date_gmt":"2023-07-23T11:47:19","guid":{"rendered":"https:\/\/espa.io\/employment-the-phenomenon-of-workers-boomerang\/"},"modified":"2023-07-23T11:47:20","modified_gmt":"2023-07-23T11:47:20","slug":"employment-the-phenomenon-of-workers-boomerang","status":"publish","type":"post","link":"https:\/\/espa.io\/en\/employment-the-phenomenon-of-workers-boomerang\/","title":{"rendered":"Employment: The phenomenon of workers – boomerang"},"content":{"rendered":"\n
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The most important trends<\/strong> that will determine the future of the labour market in the coming years, such as the lack of talent<\/strong> and the need for upgrading skills,<\/strong> are highlighted by the group’s research \n Adecco<\/a>\n<\/strong> “\n Global Workforce of the Future 2022<\/a>\n<\/strong>“. The same research shows the importance of providing development opportunities for human resources<\/strong>. Also the strengthening of<\/strong> the role of the Head of HR<\/strong>. The research introduces a new term<\/strong>, entitled the ’employee boomerang phenomenon<\/strong>.<\/p>\n\n

The workers – boomerang<\/strong><\/h2>\n\n

One of the main conclusions of the research was the emergence of<\/strong> the phenomenon of<\/strong> the “Great Renunciation”<\/strong>. A term describing the mass exodus of workers<\/strong> who left<\/strong> their jobs<\/strong> after the onset of the pandemic. A phenomenon that has seen rapid development<\/strong> both in Greece<\/strong> and abroad<\/strong>.<\/p>\n\n

However, recently, there<\/strong> has been an international<\/strong> trend towards<\/strong> the return of<\/strong> staff who voluntarily left their jobs<\/strong> during the pandemic. Thus was created a new wave of workers<\/strong> called workers – boomerang.<\/strong> This category includes employees who have resigned from the company<\/strong> where they were working, but for various<\/strong> reasons<\/strong> have finally decided to return to<\/strong> it. They<\/strong> often<\/strong> return<\/strong> in a better position<\/strong> than when they left<\/strong>. As many of the ‘special situations’ that prevailed in the labour market during the pandemic have begun to be resolved, a large proportion of workers who left<\/strong> because of the turbulence caused by the pandemic are positive about the prospect of returning<\/strong>.<\/p>\n\n

The great return<\/strong><\/h2>\n\n

This phenomenon<\/strong> is not new<\/strong>. Workers<\/strong> have always<\/strong> tended to return to their previous employers<\/strong> after having gained more experience<\/strong> in a different workplace. What is noteworthy<\/strong> at the present juncture is the scale on which this phenomenon is evolving<\/strong>. A recent study by payroll company UKG shows that 43%<\/strong> of people who left their jobs during the pandemic has regretted it to a certain extent<\/strong>. Many of them (1 in 5)<\/strong> have already returned<\/strong> to their previous<\/strong> jobs<\/strong>.<\/p>\n\n

Research has shown that returning employees to<\/strong> their previous job<\/strong> can be particularly beneficial<\/strong> to their career development. Gaining new knowledge and skills in a different employer can strengthen their bargaining position. They can then claim improved pay<\/strong> or a more attractive working model<\/strong>.<\/p>\n\n

Benefit for businesses<\/strong><\/h2>\n\n

An employee who has worked<\/strong> in a company before<\/strong> knows<\/strong> first-hand the priorities<\/strong> and processes<\/strong>. This results in lower training costs<\/strong> for the company. For this reason, many large companies<\/a> have networks of employees who have gone through the company<\/strong>. So when a position opening occurs<\/strong>, the HR manager can re-approach<\/strong> them.<\/p>\n\n

Also, rehiring<\/strong> a worker is beneficial for<\/strong> the company. The human resources retention strategy is being redefined.<\/strong> At the same time using the data from the worker’s return<\/strong> can limited to<\/strong> the future the loss of talent<\/strong>. Research of Adecco Group<\/strong> reveals that when an employee feels that his\/her work is appreciated<\/strong>. Something that works as a catalyst to change the criteria by which they evaluate their work<\/strong>. For example, while the survey showed that wage is one of the main factors that induce a worker to change jobs<\/strong>, it appears from the result that if they feel good about their workplace<\/strong>, other factors<\/strong> such as stability<\/strong>, a healthy environment<\/strong> and flexibility<\/strong> are rated higher than salary.<\/p>\n\n

A new reality<\/strong><\/h2>\n\n

In conclusion, the boomerang<\/strong> phenomenon reflects the new reality<\/strong> of the labour market. New work ethics<\/strong> create new conditions<\/strong>. Younger people<\/strong>, especially employees, are focusing their careers<\/strong> on their personal and professional development<\/strong> and not necessarily on their connection to a company. Thus, they do not rule out returning to a previous employer<\/strong> if this ensures their upgrading<\/strong>. The companies<\/strong> in turn “welcome” this new trend<\/strong> as when the employee is familiar with the way the company operates<\/strong>, he or she is more<\/strong> productive<\/strong> and brings a “new air<\/strong>” to the company<\/strong>from the last professional station of his or her career.<\/p>\n\n

Salary level can be used as an incentive to attract talent<\/strong>, but Adecco Group<\/strong> research confirms that it is not the most important factor<\/strong> in talent retention. On the contrary, the emphasis on career prospects<\/strong>, upgrading skills<\/strong>, flexibility<\/strong>, and a good working climate<\/strong> contributes much more to achieving this goal.<\/p>\n","protected":false},"excerpt":{"rendered":"

The most important trends that will determine the future of the labour market in the coming years, such as the lack of talent and the need for upgrading skills, are highlighted by the group’s research Adecco “ Global Workforce of the Future 2022 “. The same research shows the importance of providing development opportunities for 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