【HR术语】什么是回旋员工？（What is a boomerang employee?）
什么是回旋员工？
回旋镖员工是指离开公司后又被重新雇用，在相同或不同岗位上工作的专业人员。回旋镖员工的工作轨迹就像回旋镖的名字所代表的 V 形投掷棒一样。
专业人士离开当前职位的主要原因如下：
在其他公司发展事业
追求激情
应对重大生活变故
季节性工作（尤其常见于酒店和零售行业）
人力资源领导者为什么要关注 "回旋员工"？
与上一代专业人士相比，千禧一代倾向于更换工作--60% 的人表示 "愿意接受不同的工作机会"。在过去的几十年里，重新接受前员工被视为禁忌。但在当前的就业文化中，"回流员工 "已被接受，甚至对雇主有利。
雇用回流员工的好处有：
熟悉公司文化和职位
从外部工作经验中获得新技能
减少入职时间和培训成本
提高积极性和新视角
回流员工有哪些利弊？
如上所述，重新聘用前员工的一个最重要的优点是，他们能够提供对企业的熟悉感以及新的经验和技能。
不过，雇佣老员工也有可能带来一些弊端，其中包括：
如果他们离开时的条件并不理想，他们可能会给工作场所带来怨恨或不愉快的感觉
如果政策或公司文化发生变化，回流员工可能难以适应这种变化
即使有经验，回流员工也可能不是最佳人选
如何最有效地处理 "回迁员工"？
选择与 "回迁员工 "共事，就必须了解如何在整个员工生命周期内处理他们。在招聘、面试和入职时，以下是一些需要考虑的重要提示。
了解哪些人适合成为 "回流员工"。并不是所有以前的员工都适合重新雇佣。在招聘 "回流员工 "时，应选择那些以良好的条件离开组织的员工，如出于个人原因或为了获得更多的工作经验。
澄清事实。在面试过程中，重要的是了解员工离职的原因，以及他们是否带走了任何未解决的问题。重要的是，要解决并澄清任何问题，以便将来在组织中取得成功。
敞开大门。通过保持与前任人才的关系，确保前任员工知道公司欢迎他们再次参加面试。
关注重新融入。老员工入职与新员工入职同样重要。不要吝啬将回旋员工融入一个肯定会发生变化的团队和公司的过程。
针对离职员工的面试问题有哪些建议？
当然，回迁员工的面试与全新应聘者的面试有所不同。以下是一些面试问题，您可以用来了解前团队成员是否适合重新聘用。
你之前为什么离开公司？
离开公司后你在哪里工作？
离职后你的技能有哪些提高？
如果您回到公司工作，离职后的工作经验对您有哪些帮助？
与以前的同事或经理之间是否存在未解决的问题？
是什么原因让你想在这个时候重新加入公司？
人力资源领导者如何促进 "回旋员工 "的成功融入？
人力资源领导者可以利用这些做法鼓励员工接受并顺利融入绩优回迁员工：
优雅告别。人力资源领导者可以实施离职计划，鼓励员工与雇主之间进行换位思考和坦诚交流。将离职面谈作为离职流程的一部分，可以让员工就需要改进的地方提供反馈意见。这不仅能让留下的员工更好地为公司服务，最终也能让未来潜在的 "回旋镖 "员工更好地为公司服务。
跟踪员工记录。将相关的员工信息整理到申请人跟踪系统中，可以简化招聘和录用流程。人力资源专业人员可以查看员工过去的绩效评语以及与团队成员协同工作的报告。回流员工还可以获得病假、休假和任期，这些都可以从上一份工作转移到新岗位。
建立校友群。在征得前员工同意的情况下，人力资源专业人员可通过社交媒体或电子邮件通讯促进校友会的发展。这样既能保持关系，又能让他们及时了解公司的变化。如果校友们想重新应聘，或者雇主决定提供工作机会，保持联系也会为他们敞开大门。
对离职团队成员要有同理心。人力资源领导者可以在离职阶段为离职团队成员提供支持，从而保护与他们的关系。好的做法是为离职员工提供职业介绍服务，并在可能的情况下提供离职补偿金。离职员工被默认为品牌大使，因此善待和尊重他们不仅是正确的做法，也会使公司受益。
创建积极的公司文化。人力资源专业人员可以建立积极的公司文化，鼓励员工和管理人员之间的合作、人际关系和感恩之心。一个友好互助的工作社区可以吸引更多优秀人才回归。
注重质量。 人力资源领导者只应设法重新聘用那些离开时条件良好的绩优员工，以便他们能够无缝地重新融入公司文化。同样重要的是，人力资源领导者应平等地考虑回流员工和新候选人--回流员工熟悉公司并不一定意味着他们就是最佳人选。
回迁员工如何改善公司文化？
表现出色的回迁员工可以为企业带来有益的技能、经验和热情。他们的回归可以提高士气，在工作场所创造共同的使命感，证明公司是一个非常适合工作的地方，即使员工离开了，也愿意回来。
以下为文章原文：
What is a boomerang employee?
A boomerang employee is a professional who leaves a company and is rehired at a later point to work in the same position or a different one. Boomerang employees follow a circular trajectory like the v-shaped throwing stick they are named after.
The main reasons professionals leave a current position are to:
Further their career at another company
Pursue a passion
Cope with significant life changes
Work seasonally (especially common in the hospitality and retail industries)
Why should HR leaders care about boomerang employees?
Millennials tend to change jobs more than professionals from earlier generations—60 percent report being “open to a different job opportunity.” In past decades, reaccepting an ex-employee was considered taboo. But in the current job culture, boomerang workers have become acceptable and even beneficial to employers.
The advantages of hiring boomerang employees are:
Familiarity with the company culture and the position
New skills from external job experience
Reduced onboarding time and training costs
Increased motivation and a new perspective
What are the pros and cons of boomerang employees?
As mentioned above, one of the most important pros of rehiring former employees is their ability to offer familiarity with your organization along with new experience and skills.
However, there are still possible cons to hiring boomerang employees, including:
Their potential to bring a sense of bitterness or bad blood into the workplace if they left on less-than-ideal terms
If policies or company culture have changed, boomerang workers may have difficulty acclimating to the changes
Even with experience, boomerang employees may not be the best candidate for the role
What is the most effective way to handle boomerang employees?
The choice to work with boomerang employees requires an understanding of how to handle them throughout the employee lifecycle. When it comes to recruitment, interviewing, and onboarding, here are some important tips to consider.
Know who makes a good boomerang employee. Not all previous employees are fit for rehire. When recruiting boomerang workers, aim to choose those who left the organization on good terms, such as for personal reasons or to gain more experience in the field.
Clear the air. In the interview process, it’s important to understand why a person left and whether or not they took any unresolved issues with them. It is important to address and clear up any issues for future success in the organization.
Leave the door open. Make sure that previous employees know they are welcome to interview again by maintaining relationships with previous talent.
Focus on reintegration. Onboarding a former employee is as important as onboarding a new one. Don’t skimp out on the process of integrating a boomerang employee into what is certain to be a changed team and company.
What are some recommended interview questions for boomerang employees?
Naturally, interviews for boomerang employees are different than those you would have with brand-new candidates. Here are some interview questions you can use to understand whether a former team member might be a good fit for rehiring.
Why did you previously leave the company?
Where have you been working since you left the company?
How have your skills improved since leaving?
In what way will the work experience you’ve had since leaving the company help you if you return to work here?
Are there any unresolved issues with your former co-workers or manager?
What makes you want to rejoin the company at this time?
What can HR leaders do to promote the successful integration of boomerang employees?
HR leaders can use these practices to encourage acceptance and smooth incorporation of top-performing boomerang workers:
Say a graceful goodbye. HR leaders can implement an offboarding program that encourages empathetic and honest communication between people and employers. Including an exit interview as part of the offboarding process allows people to provide feedback on areas in need of improvement. This can better the company for the remaining people and, ultimately, for potential future boomerang employees.
Keep track of employee records. Organizing relevant employee information into an applicant tracking system can simplify the recruiting and hiring process. HR professionals can check past performance reviews and reports of employee synergy with team members. A boomerang employee can also qualify to receive sick days, vacation days, and tenure from the previous employment period that transfer to their new position.
Build an alumni group. With former employees’ permission, HR professionals can facilitate an alumni group through social media or an email newsletter. This maintains the relationship and keeps them informed of changes within the company. Keeping in touch leaves the door open to alumni if they’d ever like to reapply or if the employer decides to extend a job offer.
Have empathy for departing team members. HR leaders can protect relationships with departing team members by supporting them during the exit stage. It’s good practice to provide people you’ve let go with outplacement services and, if possible, a severance package. Departing employees serve as brand ambassadors by default, so treating them kindly and respectfully is not only the right thing to do, but it can also benefit the company.
Create a positive company culture. HR professionals can build a positive company culture that encourages collaboration, interpersonal relationships, and gratitude among people and managers. A friendly and supportive work community can attract more top-performing people back.
Focus on quality. HR leaders should only seek to rehire top-performing people who left on good terms, so they can seamlessly reintegrate into the company culture. It’s also essential that HR leaders consider boomerang employees and new candidates equally –just because a boomerang employee is familiar with the company doesn’t necessarily mean they are the best candidate for the job.
How can boomerang employees improve company culture?
High-performing boomerang employees can bring beneficial skills, experience, and enthusiasm to an organization. Their return can boost morale and create a shared sense of purpose in the workplace, proving that your company is such a great place to work that people want to come back even after departing.
积极公司文化
2024年06月25日
积极公司文化
【HR术语】什么是离职？（What is offboarding?）
什么是离职？
离职是让员工脱离公司职位的过程，这种做法既适用于选择离职的员工，也适用于被解雇的员工。
入职流程让人联想到登机（帮助新员工适应新工作），而离职流程则类似于下飞机（为员工离职提供结构化框架）。
一个好的离职计划应该：
将公司内部的混乱降至最低
保护公司机密信息
获得离职员工的有益反馈
包括一个亲切的欢送会
为什么离职对人力资源领导者很重要？
计划周密、顺利进行的离职计划是维护以下方面的关键：
公司声誉
数据安全
积极的公司文化
成功的离职让雇主和即将离职的团队成员在业务关系期间和结束后保持相互尊重的关系。
什么是离职政策？
离职政策是一项详细而正式的计划，概述了离职流程的方方面面，使离职人员和他们离开的组织在离职期间能够更顺利地过渡。如果没有明确的离职政策，雇主就很容易面临潜在的安全威胁和法律问题，同时还会损害公司与离职员工之间的关系。
离职政策有助于公司：
应对员工变动带来的后勤挑战，重新分配职责
制定离职面谈模板
为所有员工创造一致的离职体验
通过收回公司资产和撤销对公司账户的访问权限，将安全风险降至最低
防止出现法律问题，如合同纠纷、赔偿纠纷或不当解雇
保护与离职者的关系
什么是离职电子邮件？
离职电子邮件是雇主发出的正式声明，证明某人在组织中的工作已经结束。无论离职是由于辞职、退休还是解雇，人力资源部门都必须提供一封正式信函，以管理最后几天的雇佣关系。
离职电子邮件之所以重要，是因为：
它是对离职人员在公司期间所做贡献和所取得成就的认可
通常包括离职面试问题，或为前团队成员提供就其经历提供反馈的机会，这有助于公司随着时间的推移不断改进
所使用的具体措辞将影响离职员工在必要时从政府获得财政支持的资格或丧失资格
成功离职的最佳做法是什么？
人力资源部门可以制定一个全面、体恤员工的离职计划，其中包括以下内容：
更新同事信息。人力资源部门知道团队成员即将离职后，可以立即向公司成员发送电子邮件。这样可以最大限度地减少可能损害离职人员声誉的谣言。
起草必要的法律文件。辞职信或解雇信、福利文件和保密信都是保护雇主和员工的文件。最好提前准备好这些文件，并存储在公司的申请人跟踪系统中。
专业技能的转移。确保将离职团队成员的经验和知识整理好，为下一位员工做好准备。如果员工与客户有联系，可将客户邮件转发给同事。
收回公司财产。清点离职员工持有的所有物品，确保公司财产全部收回。这包括：笔记本电脑、门卡、ID 徽章、制服等。
与 IT 部门沟通。确保 IT 部门停用员工的计算机和内部计算机系统，并删除数据访问权限，从而保护公司隐私和机密信息。
计划离职面谈。力求对员工的需求和观点保持敏感。这是向离职员工了解公司需要改进的缺陷的重要机会。
表达感激之情。在员工踏上下一段旅程时，人力资源部门可以组织一个告别派对，并赠送个性化礼物，以表达善意。
推荐职业介绍服务。告知即将离职的团队成员，公司可以通过与职业介绍服务机构合作，帮助他们寻找新工作（如有必要）。这将为他们重返就业市场提供优势。
离职与入职
乍一看，入职和离职似乎是两个极端。相反，可以把入职和离职看作是一本书的第一章和最后一章： 导言部分是场景的铺垫，而结尾部分则是线索的收尾。然而，二者的复杂性和敏感性是相似的，都需要按部就班的计划、精心组织的文书工作和足够的技巧。
入职培训是让新团队成员熟悉组织、文化和员工的过程。相比之下，离职则侧重于与离职人员保持积极的关系，同时理清所有遗留问题，保护公司免受法律和安全威胁。
对于员工和组织而言，入职和离职都存在不确定性和风险。如果双方都没有做好准备，没有一个正规的流程，沟通不畅和不满情绪就会升级。
离职和回旋镖式员工
当公司花时间为离职团队成员创造积极的离职体验时，他们不仅能以良好的条件结束，还能为未来的可能性敞开大门。竞争日趋激烈的就业市场催生了一种被招聘人员称为 "回旋镖员工 "的现象--他们会回到自己曾经工作过的组织。
《企业文化与回流员工》的最新研究强调，有很多理由可以考虑聘用回流员工：
56% 的人力资源专业人士和 51% 的经理会优先考虑或非常优先考虑离职后表现良好的回流求职者
33% 的人力资源专业人士和 38% 的管理人员认为，熟悉公司文化和较少的培训需求是重新雇用前团队成员的最大好处
顺利的离职流程如何改善公司文化？
一个良好的离职流程对离职员工和留任员工都有好处，既能让离职员工以良好的条件离开，又能保持对公司的忠诚度和员工的参与度。
友好的离职也为 "回旋员工 "敞开了大门。这表明公司是如此优秀，值得员工再回来。
一个全面的离职流程应考虑到所有员工（包括离职员工和留任员工）的福利，这样才能让每个人都能更顺利地度过过渡期，并建立一种体现充满活力的福利精神的公司文化。
利用人力资源技术实现离职流程自动化
成功、顺利地完成离职流程所需的努力不容小觑。人力资源技术可以通过以下方式帮助组织和简化整个离职流程：
创建一致的离职流程
确保离职人员获得积极的离职体验
提供提示、流程图和核对表，确保所有必要的交接任务都得到执行
提供离职面谈脚本
自动执行特定的离职程序（某些程序可自动发送最终薪酬摘要等文件）
以下为文章原文：
What is offboarding?
Offboarding is the process of disengaging an employee from their position within a company, a practice used both for people who choose to leave, and for those who are laid off.
While the onboarding process is reminiscent of boarding a plane (and helps new hires acclimate to a new job), the offboarding process is akin to to disembarking (and provides employees with a structured framework when leaving a position).
A good offboarding program should:
Minimize disruption within the company
Protect confidential company information
Gain helpful feedback from the exiting employee
Include a gracious goodbye party
Provide the departing employee with outplacement services, if necessary
Why is offboarding important to HR leaders?
A well-planned and smooth offboarding program is key to maintaining:
Company reputation
Data security
Positive company culture
Successful offboarding allows the employer and the exiting team member to maintain a relationship of mutual respect during and after the end of the business relationship.
What is an offboarding policy?
An offboarding policy is a detailed and formalized plan, outlining every facet of the exit process and enabling a smoother transition during the offboarding period for both the person leaving and the organization they leave behind. Without a clear offboarding policy, employers leave themselves vulnerable to potential security threats and legal issues, along with damage to the relationship between the company and exiting employee.
An offboarding policy helps companies to:
Manage the logistical challenges of a changing workforce and reassign responsibilities
Develop an exit interview template
Create a consistent offboarding experience for all employees
Minimize security risks by reclaiming company assets and withdrawing access to company accounts
Prevent legal issues, e.g., contract disputes, compensation disputes, or wrongful termination
Protect their relationship with the person leaving
What is an offboarding email?
An offboarding email is a formal declaration from the employer evidencing the end of someone’s time with an organization. Whether offboarding is the result of a resignation, retirement, or termination, the HR department must provide a formal letter to manage the last days of employment.
An offboarding email is important because:
It’s an acknowledgement of the leaving person’s contributions and achievements during their time with the company
It often includes either exit interview questions or the opportunity for former team members to provide feedback on their experience, which can help the company to improve over time
The specific wording used will impact–either qualifying or disqualifying–the leaving employee’s recourse to financial support from the government, if needed
What are the best practices for successful offboarding?
HR can create a comprehensive and compassionate offboarding program which includes these components:
Update co-workers. HR can email company members as soon as they know team member will be leaving. This minimizes rumors that could potentially damage the departing person’s reputation.
Draw up necessary legal documents. A letter of resignation or termination, benefits documents, and a letter of non-disclosure are documents which protect both the employer and employee. It’s best to prepare these ahead of time and store in the company’s applicant tracking system.
Transfer of expertise. Ensure that the departing team member’s experience and knowledge is organized and ready for the next hire. If the employee was in contact with clients, forward client emails to a co-worker.
Retrieve company property. Keep an inventory of all items which the departing team member has in their possession, to ensure a full recovery of all company property. This includes: laptop, keycard, ID badges, uniform, etc.
Communicate with IT. Protect company privacy and classified information by ensuring IT deactivates the employee’s computer, internal computer systems, and removes data access.
Plan an exit interview. Aim to be sensitive to the person’s needs and perspective. This is a key opportunity to learn from the departing employee about company flaws which need to be improved upon.
Show gratitude. HR can organize a goodbye party and personalized gift to show goodwill, as the employee embarks on their next journey.
Recommend outplacement services. Inform the departing team member that the company can help them look for a new job (if necessary), through partnering with an outplacement services agency. This can provide them with an advantage when back in the job-market.
Offboarding vs. onboarding
At first glance, onboarding and offboarding appear to be at opposite ends of the spectrum. Instead, think of onboarding and offboarding as the first and last chapters of a book: The introduction sets the scene while the conclusion ties up any loose threads. Yet, both are similar in that the complexity–and sensitivity–of each requires step-by-step planning, meticulously organized paperwork, and plenty of tact.
Onboarding is the process of familiarizing new team members with their organization,its culture, and its people. Offboarding, in contrast, is focused on maintaining a positive relationship with the person leaving, while tying up any loose ends and protecting the company from both legal and security threats.
Neither onboarding nor offboarding are without uncertainty and risk for employees and organizations. Without preparation and a formalized process on both sides, miscommunication and discontent can escalate.
Offboarding and boomerang employees
When a company takes the time to create a positive offboarding experience for departing team members, they not only end on good terms, but leave the door open for future possibilities. An increasingly competitive job market has given rise to a phenomenon recruiters refer to as “boomerang employees”—people who return to an organization at which they were previously employed.
Recent research from The Corporate Culture and Boomerang Employee study highlighted there are plenty of reasons to consider hiring a boomerang employee:
56 percent of HR professionals and 51 percent of managers give high or very high priority to boomerang job applicants who left in good standing
33 percent of HR professionals and 38 percent of managers agree that familiarity with a company’s culture—and fewer training needs—are the biggest benefits of rehiring former team members
How can a smooth offboarding process improve company culture?
A good offboarding process benefits both the departing team member and those remaining, allowing the departing employee to leave on good terms, while maintaining company loyalty and employee engagement.
Amicable offboarding also leaves the door open to “boomerang employees.” This shows that the company is so good, it’s worth coming back to.
A comprehensive offboarding process which takes into account the wellbeing of all employees, those departing and those staying, can lead to a smoother transition period for everyone and builds a company culture that embodies a vibrant spirit of wellbeing.
Automating offboarding processes with HR tech
The effort required to successfully and smoothly complete an offboarding process cannot be underestimated. HR tech can help organize and streamline the entire exit process by:
Creating a consistent offboarding process
Ensuring that the person leaving has a positive exit experience
Offering prompts, flowcharts, and checklists to ensure that all necessary handover tasks are carried out
Providing an exit interview script
Automating specific offboarding procedures (some programs can automatically send documents such as final pay summaries)
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