Boomerangs! (repost)

Mike, Mark, Great podcast. In a way I

Mike, Mark,
Great podcast. In a way I personally had this experience in the late 80s. The company in a big town, was good and work culture great, good boss, but I was kind of hourly. So I had no option but to move out for better prospects and the management had its own constraints to move me up. I maintained relation, kept in touch with key managers (I had a 4 year stint, did lot of work as the function was emerging field). 5 months down the line, they decided to create the salaried position, guess what?, I was the first person called in for interview and I did make the process to join the company back. (Yes, the place I moved to was small town and personal life would be difficult there!).

So this cast triggered that memory back to 20 years. Yes, it all boils down to maintain the relations, keep the bridge in tact.

Regards
Karthik.

Hi, Good cast. At my company, for

Hi,

Good cast. At my company, for our outstanding performers, we actually put them on a 6 month to one year leave of absence. That way if the new opportunity doesn't work out we can get them back without going through the hiring process.

Jim

Great points, I also have had a first

Great points, I also have had a first hand experience as a boomerang myself...
I was working for an affiliate level job of a pharma company when I resigned for a set of reasons, I found many of the points you said just relevant specially that avoiding denigration part...
my leave came so hurtful to my peers they went out of their ways to relieve the anger basically on my professional credentials ....now I'm going back to the company in a Head Quarter level and their sudden efforts to stay in touch and be nice is really like a desperate leap for the rope....still my point is that with boomerang nature of everything in life one cant ever be certain so it's very true for both side of the party
A real well put cast with so many practical hints, thanks

Regards
Avideh

I think Avideh raises a useful point.

I think Avideh raises a useful point. As a manager you have to be aware that, despite your best efforts to maintain a good relationship with a leaver, their peers (and yours) may wreck the relationship.

Stephen

Great Podcast. I was in the military

Great Podcast. I was in the military for 6 years, 4 of them on a submarine. People were transferring in and out all of the time. This is a way of life in the military and I always thought it was a good way of doing things because you are always seeding ideas from one place to another.

Fast Forward to the civilian world and I was surprised at how much you are considered to be a traitor if you leave a company, all things M&M touched on in this cast.

I tend to have about a 5 year tenure at companies, this is the amount of time that it gets boring for me. I don't understand why supervisors get so offended about someone wanting to look for something better for themselves, especially if the supervisor is not doing anything to keep your job interesting.

Anyway, I could talk for hours on this.

Although many people may fail to

Although many people may fail to realize this, humans require periodic changed in all facets of life. The brain becomes stagnant and too comfortable, which may lead to less productivity, clarity of thought, and ability to process information, when somebody does a particular task for a number of years. Change of environment is crucial. It keeps the brain fresh and spawns innovation in my opinion. Great conversation on this wall and good podcast. You may all want to check out John Assaraf's new business book "The Answer" (www.readtheanswer.com/index.php?RTA=web2). It about how to recondition your brain and mindset to deal with change, and further grow a company.

Are you going to post Premium Extra

Are you going to post Premium Extra Content such as a transcript?

Mark

Thanks ... although they were attached

Thanks ... although they were attached to the original post with the corrupted podcast, I failed to attach to the repost.

I've got to say, I am impressed. This

I've got to say, I am impressed. This was another wonderful cast! As a new member, and also as a new manager, I am so excited that there are professionals in this world that think like I do. I am so pleased to have found this website, the things I have learned are so very valuable! Also, i want to thank you guys for making me aware of LinkedIn, I love it!!!!!!!

This podcast explores a very

This podcast explores a very interesting and effective approach to maximizing company resources.

The most important links to Boomerangs is a very respectful departure and followup contact. This has happened several times to us in our company in the last decade and I never really thought about it before this podcast. In our case it was great to have the people back. With Gen Y types wanting to explore a bit before settling down, this is a very important consideration.

The thing I liked about this podcast is that it is not a mainstream manager improvement podcast but a very perceptive look at a change in the way we look at employee relations. The traitor syndrome is a thing of the past. The old adage "Don't burn your bridges" works both ways. Great advice in this podcast.

larable- Thanks for your kind words!

larable-

Thanks for your kind words! We're always pleased when we help managers become more effective.

Mark

It amazes me that some managers would

It amazes me that some managers would be offended when a direct leaves.

Shouldn't the biggest compliment you get as a manager be when one of your directs improves so much that they get new opportunities? Don't we dedicate 1/3 of our one on ones to their future growth?

*RNTT

RNTT When it comes to management,

RNTT

When it comes to management, surprise is for the young. Managers getting offended is COMMON.

Mark

My experience is in being the

My experience is in being the boomerang. I have have been hired 3 times by the same company. Due to family reasons, I recently resigned again and the CIO said to me in our last conversation that he would rehire me if I moved back to town. I think the other thing that is important to note if you are the one that is leaving -make sure your exit interview has a positive tone to it. They get passed around to the senior executives and the manager sometimes has to answer to the comments (especially negative ones).

Mark and Mike, Do you have any

Mark and Mike,

Do you have any specific advice when the situation is a lay off?

John

I have loved your podcasts since 2005.

I have loved your podcasts since 2005. But this one struck me as "quaint". In the "knowledge industries" boomerangs are common and welcome-- it's an important way to keep talent current while factoring out hiring unknowns that you commonly mention such as "is this person a flake"?

By knowledge industries I am referring specifically to my own experience working as a professor, working in academic publishing, and working in software development. In each of these industries, moving around signifies (at least "often", we hope) that someone got a new opportunity to do new things. When they come back, they have that new experience and the organization winds up learning that amount. Often in publishing, the joke is that "to get promoted, go to the competitor for a year".

As for networking and keeping in touch-- look, this is what LinkedIn is for!! You touch on that in the cast, but I'm mean it really!

Of course, all of this assumes that one left on good terms and is a welcome site coming back. Maybe knowledge industries are more like that-- you can't be a good knowledge worker without admitting that your own knowledge is limited. (Well, maybe this is all just crazy utopia talk...)