Welcoming the sheep back into the fold . . .

[msrobbie]

We have a couple of former employees who are returning to work for us after an absence of over a year.  They are coming back because of changes in our upper management.  Both positions are in the technical fields; they are not administrative.



These two people won't be treated as "new" employees, even though they officially fall into that catagory.  As the Office Manager and poor soul who has to deal with HR issues at our level, I want to do whatever I can to make their transition back into the "fold" as seamless as possible.



Both of these people are good "folks" and good workers.  But there will be some of the usual grumbling from the current staff about positions being filled from outside the company (both positions were advertised within the company).   Our management team, all of which interviewed these two before re-hiring them, are in complete agreement about taking them back.  We did our usual team interview for each of them and discussed the situation at length, deciding that they were the best people to fill these two positions.



I want to avoid any little jealousies or "clique" backlash while getting them settled back into the company.  Any ideas out there?  Any similar situations?



Thanks,



Robbie

[ohiosec]

How about having a welcome back coffee the morning they come back.  And perhaps a few words about the two coming back could be said.  I find that when people are in the know about what's going on, they will be more accepting about the situation.  It's when they are kept in the dark and things are swept under the rug that problems occur.  

[donnap99]

I agree with Ohio -- unless it's publicly stated that these folks are being welcomed back because circumstances have changed since they left, there will always be derision between the returnees and those who rode it out.



Donna

 

[sungoddesslv]

Oh Ms. Robbie - you know as hard as you try it is going to be almost impossible not to have some "gossip" going on about these two returning.



I really like the coffee thing, BUT if you do it for these two returning employees (after a year - how many people worked with them?) then are other new or future new employees going to feel less important when you don't welcome them in the same manner.



Don't know how you normally introduce a new employee - perhaps by memo - but this would be a way to introduce them to all employees while at the same time addressing the issue of under what circumstances they left the company and how fortunately for your company the grass wasn't greener on the other side.  Because of their knowledge and experience, yadda, yadda, yadda...



I'm sure that you will hear if there is any grumblings going on and knowing you, you will find the appropriate time and the appropriate words for the disgruntled employee(s).



P.S.  Hope you are feeling better!

[daisylee]

Robbie,



I know where you're coming from; and what we did (and still do) here is whenever anyone comes to work at our facility, we post a "Welcome" sign.  I set it up in word, use a fancy stationery, and the verbage would be something like this:



The Rosemont Staff of (company name) welcomes (welcomes back)



Person's Name (you could do one sign for each person, or both on the same)



You might want to include a title, but in this situation, it might be inflamatory.





At the bottom, I usually put something like "We're glad to have you with us!" and the date.  It's always a big hit, makes the new or re-hired employee feel important.  I use an 8 1/2" x 11" acrylic stand, and set it on the reception counter.  It also alerts people coming in through the front door we do have someone new starting.  I also used to send out email to the entire office, and let them know if someone new or a re-hire was coming on board.  Hope you can use this.  Write me if you want to see the format.



Daisylee

[sungoddesslv]

So, Ms. Robbie, how is the situation working out?  Keep us posted --- we can all live and learn!



sungoddess

[msrobbie]

Well, we did end up with one of the former employees coming back to us.  The other one had a bit of an attitude problem, which finally came through in an interview, so we did not take him back.



The one who did return has come "on board" as a project manager and is being treated like one of the family already.  Knowing that I'm usually in the office between 6:00 and 6:30 every morning, he showed up at 6:30 on his first day and we walked around the building, just the two of us, while I told him about each person who works for us while we were in their work areas.  I had already made sure his desk was set up with basic office supplies, had his decked lap-top on network, had his company e-mail address set up, and his cell/radio assigned, charged up and ready to go.  I set up his screen saver with "Welcome Back Brian", and that seemed to greatly please him.



As each person came in that morning, I made sure the "new guy" was introduced to the people he did not already know.  I had already spoken with most of the employees who did not know him and impressed upon them what a valuable addition he would be to the company.  Most already knew something about him from working with his programs and projects, and it was not difficult to convince them that bringing him back was the right thing to do.



One kind of funny thing that happened, and this was absolutely a joke and not intended to be critical, was that the other existing project managers called me over to their part of the office and asked me, in front of the "new" guy, why I was so nice to him and so mean to them.  Now, these guys and I get along like a house afire, so this was all in good fun.  I was glad that they felt good enough about the new employee to joke in front of him that he was getting "special" treatment.  My answer to them was that he was getting special treatment because he is so "doggone special", and that I hoped their manners would improve greatly by following his example.  Little ice-breaking situations such as this have made my job a little easier while getting this fellow settled in.



So far, I have not heard one grumble.



But . . . we are filling another job position (a newly created job position) from in-house employees next week, and there may be some trouble there.  We've had two employees apply for the job, and we have made a decision which one it will be after both had equal time at interviews with our interview team.  The person who is not getting the position will be working for the person who is getting the job, so we've already made plans to head off problems.  The department manager will meet with the employee who is not getting the promotion and then meet with him and the one who is getting the job, all together at lunch, and we hope things will settle down quickly and everyone will cooperate and get to work.  Both candidates are good people and "team players", and have been with the company about the same length of time, so I have high hopes that things will go well.



Just wanted to let you all know how things worked out, and I appreciate everyone's advice and comments.  Oh, and my receptionist who has been off work since the middle of November is finally back at work, so you might sense a little less tension in my posts from now on!!     NO MORE TEMPS!!



Robbie