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Would You Rehire an Employee Who Quit?

Joe Marconi
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JimO

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I don’t think that I have ever rehired someone that I fired, and I think that would send the wrong message to the rest of the staff. I can say that over the years I have rehired numerous employees that had voluntarily quit but then came back asking for their job back. What is better for morale: Having an employee quit and other employees see him achieving happiness and success employed by someone else? Or having someone quit only to return to their job with horror stories of why the grass on the other side was not greener? I think it must be very difficult for any employee to decide to leave a job and then a day or a week or a month later decide it was a mistake and ask to come back. 

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bantar Community Regular

bantar

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LOL.  I just rehired a GS Tech for the 3rd (or 4th) time today.    Customers love him and I do too when his attitude is good.   When he left last time, his attitude soured and it was time for him to go.    Didn't fire him, but was nearing it.   Emotional people have very high HIGHS and very LOW lows.  My emotional roller-coaster tracks are flat and boring.   His are exciting and terrifying!  😁 Regardless, my manager made his demands for return clear and brought him back.    

There are multiple others who've asked to return and we've declined.   It's all about their chance for success today.

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vbtoytech Apprentice

vbtoytech

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1 hour ago, xrac said:

I have rehired numerous people simply because the labor market forced me to take who I could get.  How has it worked out? Some were o.k. but none of it has been great.  Some were down right horrible but I knew that when I took them back but I felt I had to do it our close up shop it was so hard to find people at the time.  There are all kinds of reason people leave and sometimes good people can leave for good reasons.  I think a blanket policy to not rehire is not a smart move.  

The dealerships I have worked for have 3 standards for rehire:  was proper notice given when they resigned, do we want them back, and can they still pass all of the screening -drug, motor vehicle, background.  I agree a no rehire policy is a bad policy.  You at least know what you are getting with a rehire - this is a pretty key element.  That person may have not been popular around the shop however, so among the techs it may not be popular - but you sign the checks as the owner.

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bantar Community Regular

bantar

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On 7/13/2022 at 4:30 PM, bantar said:

LOL.  I just rehired a GS Tech for the 3rd (or 4th) time today.    Customers love him and I do too when his attitude is good.   When he left last time, his attitude soured and it was time for him to go.    Didn't fire him, but was nearing it.   Emotional people have very high HIGHS and very LOW lows.  My emotional roller-coaster tracks are flat and boring.   His are exciting and terrifying!  😁 Regardless, my manager made his demands for return clear and brought him back.    

After 2 days of being here, my rehire, Carl, has generated two 5 Star Google Reviews!!   

These will help balance the 1 Star review that we received because we could not bust the oil drain plug loose on a Subaru that was last changed at the dealer.   Subaru finally extracted it and said that we bent the oil pan.  I have pictures of his oil pan.  Not bent, not leaking.   But, they wanted to sell him a new oil pan and get me to pay for it.  They poisoned his mind and he's now mad at me.   I declined and referred him to his Dealer and told him that they are over-selling.    We've seen 3 Subarus over the past 3-4 weeks from this same dealer with over-tightened drain plugs.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Your First Step to Attract & Retain Quality Employees
      By Joe Marconi in Joe's Blog
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      A recent study, done by Harvard Business School, concluded that the real problem with attracting and retaining employees has more to do with the workplace environment, not pay or benefits. While the study did find that an adequate pay plan and offering an attractive benefits package did help with recruiting and retention, it’s not enough to satisfy the needs of employees, especially those of front-line workers.
      The study also stated that in 2021, many companies were convinced that giving raises, sign-on bonuses, and other perks would solve the worker shortage problem and prevent people from quitting. However, this strategy did not work. So, what does work regarding attracting quality people and keeping them employed?
      Essentially, it all comes down to the culture of your company.  Management: do all it can to consider the individual needs of your employees. Your employees want to feel that they have a voice, that their opinion counts, and that their role in your company is both respected and recognized. Yes, pay and a great benefits package will go a long way toward making your employees feel secure, but that’s only financial security. People want more than money.
      To attract and keep top talent requires creating a company that people feel proud to work for. You need to reach the hearts and minds of your employees. Become a leader that people are enthusiastic about working for. You want your employees bragging to their friends and family that your shop is a great place to work!
      Step one to attracting and retaining quality employees: Create an amazing workplace environment for your employees!  Trust me, happy employees make happy shop owners too!

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