Can You Resign & Decide To Go Back Later? HR Managers Speaks Out

By Jane Gakaria,

Employees come and go, that’s just the nature of any business. The reasons for shifting are also numerous and can range from anything between having a bad boss to wanting to start their own ventures. Some end up excelling quite well and land bigger and better opportunities while others find themselves stranded and want to go back to previous employers. So how should such an employee be handled?

I spoke to Beatrice Chuchu, HR Consultant for Outrival for more clarification on the issue and here’s what she had to say.

Would you ever take back such an employee? “Yes I would, but it would have to be after sometime not immediately. Like after a year or several years. The manner in which they left and their reasons for doing so would also have to be taken into consideration.”

In a similar discussion on a LinkedIn page, Daniel Ongoya, a Senior Human Resource and Admin Professional states that “I do not think there should be a problem accepting the employee back through any proper channel. The fact that the employee resigned is procedural and well in order.”

As for Gladys Martin Mutunga, a HR/Admin Manager at Concern Worldwide, she wouldn’t take the employee back immediately. “I would suggest that you do not take the person back but wait until you have another opening and then you can choose to either give him/her the position – if worth it go through the whole process of recruitment and if the person succeeds, well and good but if not – too bad. The waters could be murkier if you short change the current holder of the position.”

For Norah Mungai, a HR & Administrator  she opines that it depends on the manner they left. “Did they follow the procedures and leave peacefully with no arrogance, no “madharau”, etc. If at all he followed the procedures and resigned in a respectful manner, take him back.”

And as a HR Consultant, would Ms. Chuchu ever penalize the returning employee or demote them to a lower position that what they held before? “No, I wouldn’t. By virtue of the person coming back to the organization, it shows that they know they had something good to begin with and they probably didn’t find it where they were going.” Plus penalizing or demoting them would serve no purpose as they would become demoralized and probably leave again and maybe this time for good.

So what would she advice employees who find themselves in such situations? “If you’re thinking about quitting, be very very sure that you have concrete reasons for doing so, as it will save your the time and hustle of going to and fro.”

She further adds that in her experience it is usually the employees who left on good terms who actually do return. The ones who left on bad terms or were problem employees never even attempt to return as they would be too ashamed or still hold grudges with the company.

In conclusion, if you’re an employee in such a position and the company is willing to take you back, that’s well and good. But if the company refuses, don’t hover around, cut your losses and move on along to the next opportunity.

Would you be willing to go back to your former employer after tendering in your resignation letter?

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