When someone leaves a job, it’s usually a moment filled with mixed emotions. Maybe they found a better opportunity. Maybe they’re taking a break. Or maybe it just wasn’t the right fit. Whatever the reason, offboarding—how that exit is handled—matters a lot more than you might think.
In today’s workplace, employees come and go, but if you say goodbye the right way, they might come back. These returnees are called boomerang hires. And the most successful companies know: offboarding is just the beginning of a new kind of relationship.
Why Offboarding Isn’t Goodbye
Think of offboarding as a soft landing, not a drop-off. A little care during this phase tells employees, “Hey, thanks for being part of the team. We hope we meet again.”
When it’s done thoughtfully, offboarding can lead to:
- Positive word-of-mouth from former employees
- Smoother knowledge transfers when employees leave
- Stronger alumni networks that help both sides grow
- Boomerang hires who come back with more skills and fresh ideas
It’s all about leaving the door open. And that begins with showing respect and gratitude at the very end.
Offboarding: The Right Way
So, how do you design a thoughtful offboarding process? It’s not just checking boxes. It’s about creating a human experience.
Here are a few ways to do it right:
- Say Thank You: Host a small farewell or write a heartfelt note. Make it personal. Make it warm.
- Exit Interviews: Use these to learn, not to just tick a form. Ask about what could’ve been better — and actually listen.
- Transitions: Ensure projects and responsibilities are handed off smoothly. Let the leaver leave with peace of mind.
- Stay in Touch: Share how to stay connected. Invite them to an alumni group or company events.
This kind of exit tells people, “Once a teammate, always a teammate.” And that goes a long way.
What Is an Alumni Network?
Think of a company alumni network like a college alumni group. It’s a group of former employees who still care about the company, stay in touch, and support one another.
These networks can be simple—like a Facebook group. Or, they can be more advanced—with dedicated platforms, newsletters, job boards, reunions, and events.
Why They Matter
Strong alumni networks are full of benefits. For both the company and the people who’ve moved on.
For the company:
- Access to a broad talent pool for referrals or rehiring
- Brand ambassadors who speak positively about their experience
- Partnerships—because alums often end up in supplier or client roles
For the alumni:
- Career opportunities
- Networking and mentoring
- Staying current on industry trends
Staying connected shows employees they’re valued beyond just their time on payroll. That loyalty can last a lifetime.
Welcome Back, Boomerangs!
Some people leave and realize the grass isn’t greener. Or maybe they just want to return to a culture they already know and love. That’s the beauty of boomerang hiring.
A boomerang hire is someone who left your company, then returns later. And this is a growing trend.
Why? Because it makes great business sense:
- Faster onboarding: They already know the ropes.
- Cultural fit: You know they blend in well.
- Motivated returnees: They chose to come back for a reason.
Better yet, many boomerangs come back with additional experience, upgraded skills, or new perspectives. You’re not just rehiring them. You’re getting an improved version.
Building a Boomerang-Friendly Culture
To encourage return hires, make it easy for people to come back. That means the door must always be open—and the welcome always warm.
Here’s how to build that kind of culture:
- Never Burn Bridges: Always treat leavers with kindness and respect.
- Follow Up: Send check-ins, holiday messages, or birthday notes.
- Celebrate Returns: When a boomerang rejoins, make it a positive moment.
People talk. A company famous for second chances gets a great reputation. And in a competitive talent market, that gives you the edge.
Real Life Boomerangs
Some of the biggest companies love boomerangs. Deloitte, McKinsey, and even Apple have embraced returnees.
In fact, Steve Jobs himself was a boomerang.
He left Apple. Learned new things. Came back. And the company hit new creative heights.
So don’t discount people just because they left. They might be your future secret weapon.
Alumni as Brand Champions
Even if they don’t return, alumni can still do great things for your brand.
They can refer talent. Recommend your services. Or even promote your mission in new ways.
Plus, in the age of social media, word travels fast. A friendly offboarding experience can generate goodwill for years.
A Simple Tip:
Encourage former employees to post about their career moves or share how their experience with your company helped them grow. Celebrate those wins publicly. They’ll feel appreciated. And you’ll gain positive visibility.
A Quick Offboarding Checklist
Here’s a quick and simple list to make offboarding a success:
- Conduct an insightful exit interview
- Transfer all knowledge and work smoothly
- Celebrate their contributions
- Connect them to your alumni network
- Keep the connection going
Make this a habit, not a one-time gesture. Because how someone leaves says just as much about your culture as how they’re welcomed in.
Final Thoughts
Offboarding doesn’t have to feel like the end. If you treat people with respect and care during their exit, you open the door for all sorts of future possibilities.
Alumni become your cheerleaders. Boomerang hires become your powerhouse players. And your company gains a reputation for thoughtful, human leadership.
So don’t say goodbye forever. Say “See you later.” Because in today’s working world, you never know who’ll be back.
