CAREER SPECIAL...Second innings

 Second innings 

Planning a second stint with an organisation you once left for greener pastures? Experts share a few tips to make the transition a smooth one

THE ADVANTAGE OF EXPERIENCE
Certainly, companies adore those who spend a lifetime with them measuring their successes with those of the organisation. However, when individuals return, they bring with them a wealth of experience from other organisations that may prove invaluable. “In the current economy, with so many qualified, out-of-work job seekers to choose from, most companies are concerned about cost containment and the increasing global competition and hence opt for a workforce with a shorter learning curve. And a former employee fits that bill as they would have a shorter learning curve than a new hire,” says Dr. Sriharsha A. Achar, chief people officer, Apollo Munich Health Insurance. “A rehired employee is well-acquainted with the organisation and its processes and hence, he/she is in a better position to handle stressful situations, workloads and colleagues upon their return. Past experiences will allow for better perspectives of the company and its workforce,” he adds.
CODE OF CONDUCT
A returning employee may be viewed with suspicion by new employees while the immediate bosses may experience trust issues, despite the decision to re-hire. “From a joinee’s perspective, the first word that comes to mind is ‘humble’. You have to realise you are coming back to a place that helped you grow when you were younger, and may meet managers and mentors, who helped shape your future. It is therefore very important that you have a sense of humbleness coming back, and cannot show arrogance
based on where you have been in the interim. This goes a long way in being accepted back from an interpersonal relationship perspective,” advises Anwesa Sen, global head – HR and organisation development, Geometric Limited, who rejoined her company recently. She goes on to add, “Also, the person has grown since then, and needs to be welcoming and open to relearning about the abilities and level of maturity of the re-joining employee.”
A WIN-WIN SCENARIO
Usually, organisations do not penalise returning employees with cuts in compensation. The salary tends to be commensurate with the extra experience you have gained. “If the exit has been recent, like within 12 months, then his/her last drawn salary in the organisation would be considered. However, if the exit has been for more than a year, then his/ her current compensation would be the deciding factor for any hike,” suggests Ashwin Mittal, president, Blueocean and Cross-Tab. “For any rehire case, it has to a win-win situation between the employer and employee. The movement of this kind gets exe cuted mostly due to expansion of the business, new top management, new verticals, etc. Even in the junior level, the dynamics work the same way in a scaled down thought process,” says Partha Samai, head - HR, AGS Group.
AN EXCEPTIONAL PERFORMER
Contrary to what you may think, multiple mentions of the same company may actually reflect positively on your profile. “When you see a company name repeated on a profile, it tells you two things. First, this person does not burn bridges when leaving an organisation, and believes in forming healthy interpersonal relationships (this is a good trait for a harmonious working environment). Secondly, it shows that there is something unique about this person, and therefore his/her previous organisation is welcoming him/her back,” insists Sen. “I do not believe that a return to one’s previous employer reflects badly on a resume,” opines Achar. Returning to a company you have previously worked with is thus not necessarily a step backward.
Here are a few tips to rejoin without any hassles:
Rajesh Padmanabhan, HR head, Capgemini India offers a few tips for all three stakeholders:
For the returning employee:
Understand the status quo; Conduct yourself in a manner that would be beneficial to all stakeholders.
For existing employees:
Accommodate such returning employees and don’t hold any prejudices against them w.r.t previous relationships in the company; Utilise this opportunity for sharing your experiences with the alumni to make the workplace better.
For the organisation:
Acknowledge completely the reasons for the alumni’s earlier exit and make efforts to address them; Set up an alumni network, which could further strengthen the relationship with your outgoing employees.

Ankita Shreeram ETF130204