We recently wrote an article discussing the importance of onboarding an employee. Hiring a new employee can be a daunting task, and the pressure of setting the remainder of your employees up for success can be a bit overwhelming.
It’s the talent manager or HR professional’s job to keep employees successful at every stage of their life cycle and onboarding has become a must-have strategy for employee development.
Isn’t this article supposed to be about offboarding?
While companies are struggling with onboarding processes, an offboarding strategy isn’t even on their radar. Onboarding and offboarding should go hand-in-hand.
Read the rest of this article to learn more about employee offboarding best practices tips.
What Is Offboarding?
Offboarding is the process surrounding an employee’s exit. Whether the employee is fired or resigning, there are certain things that need to be taken care of before their departure such as: managing payments, insurance, benefits, exit interviews, collection of work, documented processes, and the return of any physical items owned by the company.
Why Is Offboarding An Important Strategy?
You may have the misconception that paying attention to an employee who is leaving the office is a waste of time, but having a formal offboarding process in place can actually help improve employee retention and engagement. It’s also a good way for a company to reevaluate other processes within their organization such as talent recruitment, onboarding and training, and performance.
4 Tips For Employee Offboarding Best Practices
If your company doesn’t have an employee offboarding process in place, check out the tips below.
Make A Plan
The first step in the process should be making an actionable plan for yourself and anyone else involved in the process. There are a few decisions that will need to be made such as deciding who you’re going to be transferring the workload and knowledge to.
Decide if another employee will be taking over the role of the departing employee and when the work will fall into place for that new person.
If you’re given enough notice, you may want to consider hiring a new employee for the position. If that’s the case, it’s a good idea to take some time to reevaluate the position and what’s expected of the person filling it. Determine if there is any room for improvement when onboarding the new hire.
Have A Consistent Process
Once you make a plan and start implementing it be sure you have a consistent approach with all employees.
This doesn’t mean there can’t be room for improvement, but keeping the same process across the board will make things easier from a managerial standpoint, and employees won’t feel like they’re being discriminated.
Keeping Professional Relationships
Employees are offboarded for more than just one reason. An employee may be retiring or taking a sabbatical, making a career change, or they might be terminated from the company. No matter what the reason for leaving, it’s important that the right tone is set for the offboarding process.
Keeping a good professional relationship is the best way for an employee and employer to part ways. There are things that come up in the transition period after they leave that you may need to consult with them on.
If an employee is leaving because they are unhappy with their time at the company, this could be a challenge. However, it’s best to keep a positive relationship. Former employees could be your best way of attracting new talent and potential clients. You never want to give the employee a reason to speak poorly of your company.
Develop Employee Alumni Groups
Developing these kinds of groups have proven to be great recruiting techniques. It’s a beneficial tool to network with all kinds of professionals, even if they used to work for you. Most companies are leveraging these kinds of groups on social media. Managers can take part of creating and managing the groups, and offering incentives for participating members.
Employee Offboarding Processes
Employee offboarding processes are widely neglected amongst companies today. You may not realize the benefits of putting the time into offboarding an employee, but the successions that follow will prove otherwise. Take the time to evaluate what current process (if any) you have in place, and where you can really improve and standardize.