“Welcome back.”

These two words can make all the difference in a tight labour market

I just talked to my dear friend, and guru management consultant Tara Landes from Vancouver’s Bellrock who (seemingly as always) is ahead of the curve.

She says to me in her super charming but direct way: “look, Jonathan, retention strategies are key. Sure.” But then goes on to say what the best organizations are doing.

“They are actively reaching back out to, or are intentionally cultivating relationships with, their former employees who they were sad to see go. They see them as treasured alumni. Who might choose to come back. Or, who might become clients or customers. Or will support and champion them on social media. Whatever the case, they stay on positive terms and remain engaged.”

She goes on to say:

“Some people will leave no matter what you do to keep them. What are you doing to make them into boomerangs?”

How do you do this?

Tara says: “Celebrate their exit with gratitude for their contribution. Follow their outside career choices and congratulate their successes. If a future opportunity opens in your organization, make sure you have the infrastructure ready to easily invite them back.”

People move on for many reasons—some are beyond your control.

Maybe they just wanted a change? Maybe it was their first job out of school, and they thought the only way up had to be somewhere else?

Whatever the case, if you miss their contributions, if you have fond memories of them and their talents, then ask yourself, what are you doing to keep the door open for them to return?

Follow Tara’s advice. And, also why not reach out and connect. Invite them back. You never know what they’ll say…