Employee turnover can be costly. And organizations with high turnover feel those costs in low productivity and morale, not just in the bottom line. Even with the strongest retention practices and best corporate atmospheres, some turnover is inevitable. According to the Bureau of Labor Statistics, in December 2014, nearly 3 million workers left their jobs voluntarily, and experts think that this figure may increase as the economy improves, job options become more fluid, and more workers see “job hopping” as a viable way to advance their careers. There are many reasons for this fluidity, but in today’s job market, many employees, regardless of how productive they were in their roles, may leave for opportunities to gain more experience or knowledge elsewhere. It’s precisely for this reason that employees that remain at an organization should not feel an exit as a betrayal, but as a smart choice on the employee’s part. If this mindset is adopted, it follows that employers should not hesitate to re-hire these top-level employees, should they choose to return. In fact, the boomerang employee comes with many benefits. Companies save time on onboarding, there is less transition time to get the employee adjusted to workplace culture, and the returning employee can even boost morale.