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Would You Rehire an Employee?

Joe Marconi

By Joe Marconi
in Human Resources, Employees

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  • 1 month later...


Type S Zero Apprentice

Type S Zero

Posted
Posted

depends... 2 possibilities :

- he left once, you can't rely on him for staying long

- he thought it would be better elsewhere, he went and tried it to find out it's way better at your place, makes him think twice if he has an offer from another place in the future (learning from that bad move experience)

 

 

in your case, you describe him as "fit our culture, was a productive worker and a competent tech", there would be no reason for him to seek elsewhere unless wage is much higher at that other place, but i'm sure you treat your employees right and make him comfortable in your working environment.

 

just before hiring back,

i'd ask him what are the reasons he left.....and that will tell you a lot on your future with him.

Bossman Apprentice

Bossman

Posted
Posted

We all have had employees that quit. Sometimes we are grateful, sometimes it makes an impact on our business and the recovery from that loss is an issue. I have mixed feelings about rehiring people once they quit. If the person left once, will they do it again? Is this a pattern and part of their personality?

 

I know of many businesses that have a No Rehire rule. And, I am inclined to sway to that opinion. But, it’'s not always that black and white. Sometimes a young person can be influenced by a smooth talking sales manager at a dealership and steal the tech. In time the job is not what is supposed to be and the tech is looking to return. Would we take this tech back, if he fit our culture, was a productive worker and a competent tech?

 

Let me know your thoughts…

 

If the employee was a good employee and never caused problems, I would rehire providing I had an opening and I tell them that upfront. Alot of youngsters need to learn lessons. We all learn from experience. I have only had 2 employees that haven't come back looking for a job and those 2 I would not take back anyway.

  • 8 months later...
phynny Community Regular

phynny

Posted
Posted

I know this is an older thread but my opinion would be to rehire. How many of us if asked by a younger tech if he should take a job with more money and better benefits would tell him NO? I believe people should do what's best for themselves and their family. Oh yeah, I would only take him back if he gave at least 2 weeks notice.

 

I just had a guy I was going to fire miss 2 days then when he came back he said he got a job at AMMCO and asked if he could use my truck to haul his box... I do not hide my opinions and let him know that you don't leave your shop hanging and then expect it to help you. I also know for a fax that he will want his job back and he will not get it.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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