Imagine that when you decide to change jobs, you find a hospital that suits you, successfully pass the interview and receive assurances that you are expected with a work book and a job application. After that, you quit your previous job and come to a new place at the appointed time to apply for admission. And here the most interesting begins, because you are greeted with very polite explanations and apologies, the meaning of which is that you are not hired!!!
Then, when you come to your senses, you understand that now the only way is to return to your previous place of work. Let's discuss the strategy and tactics of implementing this solution.
Do not hurry!
Most likely, you are stunned by this turn of events, your thoughts are confused and you must definitely take a breath. Because it depends on how detached and, therefore, how effectively you will act in the current situation.
Immediately, looking ahead, we want to add that very soon you will remember this whole nightmare with slight irony and, we hope, with pride that you were able to successfully solve the problem. So, do not forget that life does not end there! The main thing is to act, and not wait until you are picked up and carried away by any extraneous circumstances.
Analyze your reasons for leaving
If you are determined to return to previous employment, be sure to think carefully - WHY you wrote resignation letter, and at the same time about why you signed it? How long did it take you to make such a decision? A lot depends on the answers to these questions: whether you can continue to live the way you used to live, put up with the circumstances that forced you to change jobs. What if returning to your previous job permanently discourages you from looking for something better for yourself, makes you unsure of your own abilities?
If, however, after deliberation, you decide to return, you must choose the best course of action.
We plan the most painless way to return
Surely at least one person remained at your previous job, whose opinion you trusted, and whom you turned to for advice. Tell him about the current situation, that you want to return, and listen carefully to the comments.
Most likely, your departure was discussed in the team, perhaps there were even remarks from the head of the department (polyclinic), the chief medical officer or the head physician. Try to guess their reaction to your attempt to return.
Remember in what form you were released (or vice versa, not released) from work. If the specialist is valuable, upon dismissal, the management will try to find out the motives for making the decision, they may even offer something to keep them at work. Worse, when one of the parties (or both), upon dismissal, allowed themselves categorical statements, reproaches, threats or blackmail. In this case, the chances of a successful return are significantly reduced, although they always exist!!
Try to find out from your former colleagues if the work environment has changed since your dismissal. A true professional creates a favorable climate around him, which is sometimes very difficult to forget or change. The better the aura you left behind, the easier and more likely the return process will be.
Ask one of your previous colleagues to start a conversation in the presence of the head of the department that you didn’t get a new job (you don’t need to specify the details of what happened) and would like (VERY would like! Or just plan) to return to your team. Depending on the reaction of the interlocutors, you can quite fully predict how your attempt to return will be met. Yes, and the authorities will be psychologically prepared for a conversation with you.
Choose a convenient time (in the sense that at the height of the working day you can be given enough attention) and personally appear at your previous job. Even if the conversation turns out to be about extraneous things. The main thing is to evaluate how kindly they will meet you, what questions the former bosses will ask, what impression you will make on each other in general.
To go or not to go? Let's start action
So the preliminary preparatory work conducted, information collected, memories of you refreshed. It's time for serious negotiations. Do not think that it is hard for you alone now. Returning a "defector" to work is also psychologically difficult for management. And here it is very important to "help" him to accept the right decision- i.e. the one you need. Namely - to ensure you re-employment!
Let's simplify the situation: we have only two extreme options - they categorically hire and categorically do not hire.
If from the first words of the interview you are convinced that you are remembered, appreciated and sincerely glad to return, feel free to move on to solving specific organizational and production issues. We congratulate you on the successful completion of the task!
If you are convinced in advance (or this becomes clear during the interview) that the administration is against the return - this is not at all a reason to leave the battlefield defeated! Because there are no hopeless situations in life!
- Re-hiring you can improve the image of the administration as fair and firm, but quick-witted and not remembering personal grievances. The team is always pleased that they are led by superiors with a "human face" who can forgive subordinates for their errors and mistakes.
- The administration can present your return as a warning to others as “everywhere is good where we are not” and if you returned, this is the main confirmation that “we are better!”.
- Argument the benefits of your return by the fact that you do not need to adapt in the team, everyone knows each other's features well and this is an undoubted benefit for the common cause - the treatment of patients and other administrative issues.
- If everything is so bad and you have nothing to lose - seek help and support from one of your reputable colleagues with a request to recommend your employment to the administration. This can contribute to a more impartial view of the authorities on the situation and making decisions in your favor.
- Even the most categorical refusal is not a reason to give up unconditionally! Take a short pause and be sure to try again! In the second meeting, use all the same arguments, act as openly as possible, convince that returning to work is beneficial primarily for the administration (even if this is not entirely true!).
- If you really have nothing to lose and returning to work is your last chance - say so directly, at the very least, appeal to the human senses of leadership.
Pitfalls of returning to a previous job
Be prepared for the fact that the authorities can afford the reproaches and accusations associated with the dismissal. But you REALLY wanted (for a variety of reasons) to return?! So, be patient and work! After all, you have been given such a happy opportunity.
Talks behind your back, discussions, etc. may begin in the team. The best counterargument is professionalism! Sooner or later, gossip will dissolve, and a job well done will always stand up for itself.
Do not feel guilty before someone, do not fawn (especially without emergency) - just do your best. Return is a worthy choice strong personality, respect yourself for it, and others will appreciate such an act.
I wish you good luck and self-confidence, as well as the ability to turn your defeats into victories!
Surely many have a period of dissatisfaction with their current work, and accordingly, there is a desire to seek happiness in new job. You decided on a change in your career, went to a new place, and after some time you realized that this is not quite what you expected. How to be in that case?
If you don't like your new job
Such situations are not uncommon - after all, no one knows in advance what awaits you after a new career turn. Everything can go well, but sometimes it also happens that a little (or a lot) of time passes, and you realize that you don’t like your new job. In this case, there may be several options:
- start looking for a new job;
- try to find positive sides at your current job;
- return to your old job.
Let's take a closer look at the pros and cons of all options.
Start looking for a new job. This method is good when you clearly understand that the current work has not met your expectations. This is not a rare situation, because when applying for a job, you do not know the features, the attitude of superiors towards employees, a clearly defined scope of work, corporate culture, and so on. Therefore, during probationary period You can expect a lot of surprises, both pleasant and not so. For example, an employee with whom you have already developed friendships for several months may quit, or you will be offered to transfer to an uncomfortable workplace, do not accrue the promised bonus, and so on. All this is a conscious risk that an employee takes when he decides to leave for a new job.
Therefore, if during the trial period you definitely did not like your choice, then it is worth considering new job options. If everything is not so terrible, then it is worth moving on to the next option - to find positive aspects in the situation.
Try to find the positives in your current job. If the option to re-seek a job is not for you, and you do not want unnecessary entries in work book, and also you don’t see the point of changing “a needle for soap”, and there are not very many interesting vacancies, in which case it’s worth trying to establish life on the spot. If your new job does not have a number of very critical shortcomings (for example, inadequate bosses, low salary, extremely inconvenient to get to the office, bad team, constant overwork, etc.), then you should try to pay attention to the positive aspects, while trying eliminate the negative. For example, talk with superiors about a more comfortable workplace, about a fixed schedule, try to establish friendly relationships with colleagues, and so on.
After all, does this work have undeniable advantages, for the sake of which you left your old place? Another thing is if the employer has not fulfilled his promises, and the working conditions are very different from those that were announced to you at the interview, and you start
not without reason to regret that they left their old job - in this case, you can think about returning.
Return to your old job. At first glance, this option looks the least acceptable, but not everything is so simple. Situation when employees want to return to old work, is far from uncommon. Especially if your dismissal happened on emotions (yours or your bosses), and after a while the passions subsided and both parties regretted their hasty decision. After all, to find good employee often as difficult as it is, and any normal leader is interested in the work being done with high quality.
And in this situation, the return of a former employee is more of a plus than a minus - he already knows all the intricacies of the work, there is no need to spend time training and adapting him in the team, and there will be no surprises in personal communication with him. The best option is when you are offered to return to your old job (rather than you have to take the initiative and go to your former bosses).
Return to old job? Pros and cons of the old job
Of course, there are downsides to returning an employee to an old job. These are usually the following:
- fears about how the team of the "returned back" will be received;
- the possibility of repeating conflicts with superiors (or the team);
- the likelihood that after a while you will get tired of your old job again, or old work problems will return.
All these fears are really justified - it’s not for nothing that you have already decided to quit once. However, if you clearly understand that it would be better for you to return to your old job, then everything is surmountable. It is worth noting that if your team at a previous job was more or less good, then it is unlikely that anyone will gossip or make fun of the fact that you returned. Everyone is full of their own worries, and after a while everything will again enter into a working track. Even if someone tries to joke on the topic “what didn’t work out at a new job, so you returned?” - you can always answer what happened, but you choose the best option for yourself.
Besides, a lot depends on how you position yourself. Think of yourself (and behave accordingly) as a professional who makes his own choice in favor of this or that job and who is valuable enough to be invited back by the authorities (of course, if you are actually invited back). But if you had a friendly team and good colleagues, most likely, no unnecessary questions will arise, and everyone will be only glad that you returned.
The most profitable and optimal option would be if you return to your old job with a promotion or salary. Then it is unlikely that anyone in the team will be ironic about you. It is worth noting that returning to the previous job without changing the conditions in better side it doesn't really make much sense, except when you're in an emergency and coming back is your only chance at the moment to have a job and get a paycheck. In other cases, the return is, first of all, an opportunity to talk with the authorities and review the working conditions for the better.
The fear that they may repeat with the authorities is also true, but here it is worth considering that now both you and the management have experience of terminating business cooperation. And if both sides decided to start all over again, then
for sure, even if there is another conflict, both sides will behave differently, and it will not come to dismissal. After all, if you have mutually beneficial business cooperation, then both you and your boss need it.
Anxiety about the fact that the old work can get bored can also be. But now you already have the experience of changing jobs, at least you know that you are a sought-after specialist, and it will be easier for you to make a decision - to leave or stay.
To the question “Is it worth leaving for an old job?” There is no universal answer, because each situation is individual. For one, this will be a good option, and for the other, a step back. What matters here is what advantages you have in your old job, how good your relationship with former colleagues and superiors is, and many other factors that also need to be taken into account when making a decision.
When you left, didn't you burn all the bridges behind you? Then your former employer will probably be happy to take you back. However, this was not always the case.
Things have changed over the past five years, says Dave Almeda, Head of Human Resources, Cloud Platform for Human Resource Management Kronos. According to Kronos research and WorkplaceTrends.com, 76% of the 1,800 US employers surveyed are ready to take back “boomerangs” (as runaway employees are called in the US), despite the fact that until recently it was official policy in 50% of companies not to accept former employees. And many companies have become more loyal to their former employees than before.
Columnist Fortune Anna Fisher received this letter from a reader: “Does it make sense to return to a company where I have worked before? I spent ten years there, and then I accepted an offer from another company because they promised me more responsibility, more possibilities, more money. However, three years later, I realized that there were things in the old job that I took for granted, especially the corporate culture. There is less bureaucracy, less formality, more willing to take risks, and a better attitude towards new ideas (at least sensible ones). I left my old job on good terms and still keep in touch with some of my colleagues. Recently, one of them told me that a position was vacant a couple of positions above my old position. He thinks this is the perfect excuse for me to come back. For me, such an offer would be tempting. Has this happened to you?
More than half of hiring managers and department heads now human resources say they give high or even very high priority to ex-employees. This shift in priorities is partly due to a lack of talent, but familiarity with the company and quick adaptation are more important. “Much less risky to work with former employee than to hire someone from the outside, who then will not be able to cope with the work, - notes Almeda. “In addition, the return of the former, those who were looking for greener grass but did not find it, has a positive effect on the rest of the employees: they will think twice before leaving.”
However, this study also points to the potential pitfalls of such a solution. Nearly one in three HRs believe that a candidate who has left the company once will try to do so again if the opportunity presents itself. In addition, a quarter of hiring managers fear that the employee is still carrying the “baggage” they left behind. previous work. Therefore, it is very important in the interview to clearly explain why you miss your old job (for example, because it tends to innovate) and how you plan to use the experience gained in the new job in the long term.
Regarding “previous baggage”, Almeda says the following: “A lot depends on why you left your previous job. If this is due to the fact that you do not fit into the corporate culture, you have a conflict with your superiors or other similar reasons, it is unlikely that the situation will change when you return. Most likely, the hiring manager will decide that it is better for you to move on, and not return to old problems. Everything should look like there are no problems left, so at the interview it is better to talk about those things in the company that you lacked in a new place. It won't be redundant.
Almeda and the boomerang employee himself. He returned to Kronos about a year ago after only a month with another company. Here is what he advises those who left, but decided to return:
1. Talk to former colleagues. If you keep in touch with them, it should be easy. You need to ask in detail those who still work in the company, and find out their impressions: the situation could have changed a lot since you left. There could be new technologies, processes, and so on. It would be wise to find out about this before you go to the interview.
2. Focus on the future. This is generally useful in an interview, especially for boomerangs. Don't talk too much about past experiences in this job, it will make it look like you miss it even if you don't want to. Even if you're asking a specific question about things you liked or disliked, be careful not to give the interviewer the impression that you're stuck in the past. If you ask: “Are you still accepted? I really liked it, ”it will be inconvenient if they answer you“ not anymore ”.
3. Avoid the hiring department. Reach out directly to your boss or someone who might recommend you as an ideal candidate. "Don't follow in the usual way like any other person. Kronos employs 180 boomerangs, 90% of which did not go through the department for hire,” says Almeda.
Image source: pixabay.com
Remember the rhyme from the cartoon about the seven-colored flower: "Fly, fly, petal, through the north to the east, through the west, through the south, come back, making a circle ...". Something similar happened to you: you quit your "native" company, where you worked for a certain number of years, worked in other places and areas and came to the conclusion that "it's good where we are not." In other words, you began to think about returning to your old job.
Approximately such a situation arose with Marina. She worked in a large cosmetics company, moreover, quite successfully: from an ordinary employee she “grew up” to the position of a VIP client manager. But at one fine moment I realized that at this place I had achieved everything and there was nowhere to “grow” further. Marina was satisfied with the salary, but she was not satisfied with her career futility. And after a while, the income ceased to seem so wonderful, and the work, so loved before, began to tire. Marina quit, under the patronage of a friend, got a job in another cosmetics company, with a salary much higher. After some time, she was offered to work as a business coach - to teach less experienced managers to sell cosmetics. Unexpectedly for herself, Marina became interested in business, developing whole line trainings on various "subtleties" of the sale. Marina really liked the case, but did not like it new team, more precisely, not quite a healthy psychological environment, the principle of "divide and rule" carefully cultivated by the leadership. Increasingly, she remembered her old work, colleagues with whom she had excellent relations. The girl realized that she did not mind returning to her previous place, only as a business coach. But how will the authorities perceive her return, how will the team look at it, etc.?
You can understand Marina's fears. Specialists-"personnel officers" argue that in our country the majority of companies (not all, of course), prefer not to accept "returnees", and if they do, they look askance at them. In the West, this is considered quite common, normal. Employers are not afraid to take such employees (even a special name “boomerang people”) back. Moreover, a valuable specialist may be offered a salary increase or a transfer to a higher position. The logic of the employer is simple: if the employee returned, it means that he considers this company to be the best in terms of working conditions and pay. Accordingly, having something to compare with, the employee will no longer leave the company and will work more actively for its benefit. In some American companies, for example, ¼ of the staff consists of boomerangs. In the Old and New Worlds, they are accustomed to the mobility of the market, and perceive the search for " best place under the sun" is quite adequate. Honor and praise to skillful leaders, and the “returner” is welcome.
However, in our open spaces, the realities are somewhat different, and they must be taken into account. Let's look at two return options, and what to expect in both cases.
1 OPTION ... HE HAS CAME!
Of course, you remember the famous phrase from the movie "The Diamond Arm": "It's not my fault, he came!" Approximately such a position can be taken by the former management, and create appropriate working conditions for you. I would like to clarify in order not to frighten potential “returnees” in advance: the option is quite possible, but not mandatory, much depends on the personality of the leader. And yet, let's arm ourselves with the principle of "believe the worst, hope for the best" and think about what can be expected in the worst case.
You will be denied employment. Many leaders perceive "boomerangs" as traitors who, as you know, have no place in our ranks. It's not quite the right approach, but, on the other hand, the leader can be understood: for so many years he “nurtured”, trained personnel, and then an employee with experience leaves. Of course, it's embarrassing.
You will be hired, but they may not be created completely comfortable conditions labor. There will simply be a desire to punish the "defector". For example, at one time I worked as a teacher in a technical lyceum. The salary, of course, left much to be desired. Some commercial higher educational institution rented a couple of classrooms in our lyceum. They did not have enough teachers, so they offered to read some subjects to the Lyceum staff, including me. Soon I decided to go to work in this university, because they paid much more there. Alas, a little time passed and the commercial educational institution ceased to exist, and I was left without a job. What to do? Of course, come back. After all, in the lyceum I was always in good standing, and they let me go valuable specialist with great reluctance. I was accepted, especially since the lyceum was in dire need of teaching staff. But the relationship of the director has changed dramatically since then, of course, for the worse. At every convenient and inconvenient occasion, I was reminded of the “shameful flight”, at every teachers’ council they urged employees not to take an example from some personalities, etc. In general, after three months I quit, now forever, which I do not regret.
The attitude of the team may not change for the better, even if you used to get along well with the employees. This is quite natural (although offensive to you): time has passed, someone from the “young” has gained experience and has taken (or looks like) your place. Again, new ambitious employees could appear in the team, they do not care about someone's past merits. Perhaps, at your previous job, you had not only friends, but also ill-wishers who will begin to whisper at every corner, including management, they say, “I didn’t get dusty, but I once left the company in difficult times”, etc. P.
Once again I want to emphasize: all of the above is a possible, but by no means obligatory, variant of the course of events. Although if you are going to return, you need to be mentally prepared for a variety of "surprises". Now let's think about what awaits you when you return to your previous job at best:
None of the above.
You do not face an adjustment period. You are familiar with the specifics of your work, with all the features of the nature and style of work of the authorities, you know “who is who” in the team, which means that you will no longer make “wrong” personal contacts. In other words, you can't go wrong with a person.
Surely at the “old new” job you still have friends, girlfriends with whom you can now communicate every day. These are proven people, you can rely on them, they will “cover up” and help in difficult times.
OPTION 2. YOU HAVE BEEN INVITED
In this case, the situation changes radically, so we will start with a point about what awaits you at best. See subparagraph with the same title above, and also:
Solid promotion wages or transfer to another, more prestigious position. If for some reason you were not offered this, you can safely demand it yourself. Right now, the company needs you more than you need it. Consequently, the "invited" has the right to put forward some demands. An example from life. My acquaintance, a flourishing woman of 57 (!) years old, having worked for 15 years as a secretary to the head of a very respectable publishing company, decided to take a well-deserved rest. Two young girls were taken in her place. In less than six months, she began to receive offers to return, because the company, I quote verbatim, "lost part of its image." The friend agreed, but demanded a substantial increase in salary. The director without hesitation gave the order to the accounting department, and the professional took his former place.
You can count on the full support of management in the implementation of all your projects and undertakings (within reason, of course). Your opinion will be listened to and be taken into account.
At worst
Surely the reasons for leaving were quite serious. If nothing has changed during your absence at your former duty station, although it should have (!), Then you get a kind of deja vu. In other words, very soon you will realize that “you have already seen all this somewhere”, and it is possible that you will want to quit again.
WHEN SHOULD YOU RETURN?
Of course, the philosopher was right when he said that you cannot enter the same river twice. But it is quite possible to get a job in the same company twice. Nevertheless, before making a final decision on returning, carefully weigh all the pros and cons so as not to lose your current job, and not to find “work happiness” on the “old new one”. The return will go smoothly if you:
We are confident that the management and staff will normally perceive your "second coming".
If you quit your previous job without scandal, leaving behind a prepared, worthy replacement, brought to the end of the case and projects.
If at another place of work you have gained more experience (occupied a higher position) or work experience in another area and are ready to share this knowledge and skills with the “old” company.
Oksana Bondarchuk
It happens that employees of the enterprise decide to quit and look for another source of income for themselves. If not located best option, then the question arises as to whether it is worth returning to the previous place of work after dismissal. It could be the best option, but everything will not go without difficulties. They lie in wait for both the employee and the employer.
Return result for employee
There are various reasons for leaving. For example, there are cases of dismissal and admission the next day to the same organization, when the head, without thinking, signs the application, after which he regrets his decision. If we talk about the conscious departure of an employee for any personal reason, then the situation is different.
When an employee decides to return to his former enterprise, he expects not only positive, but also negative points. Strengths such a solution:
- A person knows where he is going: the usual team, rules and foundations.
- No need to build new relationships with the team and the leader.
- The goals and objectives of the company are clearly understood.
- The level of income is predictable and known.
Of the significant disadvantages, one can single out the fact that colleagues will change their attitude towards the “prodigal” employee. They may perceive the dismissal as a betrayal. In addition, the return affects the professional and personal development, as a person returns to his "comfort zone".
Most likely, trust in yourself will need to be earned again. Many employees dream of quitting, but no one admits it. The return of a previously retired employee may be perceived by colleagues as a sign of weakness. I didn’t manage to find myself in something new - I asked for it back, and they accepted it.
Rules for a successful comeback
In order for the return to be the most successful, it is worth working on yourself. Here are some recommendations:
The employee must evaluate whether it is worth returning to the old job after dismissal, if the reason for his departure remains. For example, if the departure was provoked by tensions in the team, and the staff has not changed in any way after a while, then there is no point in returning to work.
Employer Perception
A manager who decides to hire a previously retired employee must soberly assess the situation. It is recommended to consider the pros and cons of such a return . The plus points include:
There are also significant disadvantages that should not be ignored.. For example:
Actions of the leader before admission
The manager is advised to carefully consider the decision to re-hire a departed employee, as this can be fraught with trouble for his business. To prevent possible problems Before taking, you should do the following:
