Much has been written about preventing turnover as if it is a catastrophe that should be avoided at all costs. The truth is, not all turnover is bad. When set up correctly, intentional attrition–a deliberate plan to reduce the number of employees over time–can benefit the employer and employee. Most companies do not operate like this, however. Usually, neither side acknowledges that turnover is likely and neither side is prepared for it. Instead, we should address turnover head-on. Train employees for success, and when they leave, stay in touch. They will be your brand ambassadors out in the world, and when they return, enthusiastically welcome them back into more impactful positions. Boomerang employees are rarely leveraged, but they should be. It helps keep your talent pipeline open, and you can benefit from your returning workers’ skills and experiences.