It is reported that a significant number of Americans, over 10%, exaggerate or falsify their experiences with a former employer on review websites like Glassdoor and Indeed. Out of this group, more than half claim that their intention is to harm the reputation of the ex-employer.
An effective offboarding process is just as important as an effective onboarding process. It ensures that employees leave the company on good terms and with a positive impression, and it also helps protect the company’s sensitive information and assets. Additionally, it helps to maintain the company’s reputation and to ensure a smooth transition of responsibilities. Here is a step-by-step guide to creating an effective process for this:
What is employee offboarding?
It also known as the “separation process” or “terminating” is the process of transitioning an employee out of an organization when they leave, whether that’s due to retirement, resignation, or termination. The process typically includes a series of steps and activities that are designed to help the employee leave the organization smoothly and on good terms, while also protecting the company’s sensitive information and assets.
Why is effective offboarding important?
Imagine you’ve just hired a new employee and they’ve been working with you for a while. They’ve become an important part of the team, but now they’ve decided to move on to new adventures. You don’t want to see them go, but you don’t want their departure to be a sour note for the rest of your team.
That’s where offboarding comes in. It’s the process of making sure that your employee’s last days with the company are smooth and pleasant. It also helps you to protect your company’s sensitive information and assets, so that you don’t have to worry about any unwanted surprises down the line.
It also helps in maintaining the company’s reputation and avoiding any negative impact on the company’s culture and the morale of the remaining employees. And, who wants a negative reputation?
Let’s dive into some effective offboarding steps:
Step 1: Define the goals and objectives of your offboarding process
Before you begin creating your offboarding process, it is important to define the goals and objectives that you hope to achieve. Some common goals of this include:
- Ensuring that the employee’s last day is positive and professional.
- Protecting the company’s sensitive information and assets
- Facilitating a smooth transition of responsibilities
- Maintaining the company’s reputation
Step 2: Identify the key stakeholders and their roles
Identify the key stakeholders who will be involved in the this process and their roles. These may include:
- The employee’s manager and team members
- HR staff
- IT staff
- Any other relevant department or team members
Step 3: Create a comprehensive offboarding plan.
Once you have identified your goals and key stakeholders, it is time to create a comprehensive offboarding plan. This plan should include:
- A schedule of events and activities for the employee’s last few days or weeks
- A checklist of tasks that need to be completed before the employee’s last day, such as returning company property, and completing exit interviews and paperwork.
- Information and resources that will be provided to the employee, such as information about their severance pay and benefits.
- A list of key contacts and resources that the employee can reach out to for help and support.
Step 4: Develop a communication plan
It is important to keep the employee informed and engaged throughout the the process. Develop a communication plan that includes:
- Regular check-ins with the employee’s manager and team members
- A farewell email or letter from the employee’s manager and other key stakeholders
- A farewell packet or handbook that provides the employee with information about their severance pay and benefits.
Step 5: Implement and evaluate your offboarding process
Once your offboarding plan is in place, it is time to implement it and evaluate its effectiveness. This may include:
- Gathering feedback from employees, managers, and other stakeholders
- Tracking key metrics such as time to complete the offboarding process and employee satisfaction
- Adjusting and improvements as needed.
An effective offboarding process can help employees leave the company on good terms and with a positive impression. It also helps protect the company’s sensitive information and assets and ensures a smooth transition of responsibilities. By following these steps, you can create an successful process that will help your organization maintain its reputation and ensure a smooth transition for both the employee and the company.
