Saying goodbye is never easy, but when it comes to the end of a job, ensuring a smooth departure is important for both the employee and the business. Offboarding can be overlooked, but it plays a significant role in maintaining a positive company culture. So let’s make this process as painless and efficient as possible.
Just like onboarding, a thought-out offboarding process is needed. Create a checklist that covers all the necessary steps. This can include returning company property, settling outstanding financial matters, and the return of access cards and keys. It can be helpful for both parties to create a timeline to manage the workload in the weeks leading up to the exit.
Another list to make is the duties of the departing employee that need to be covered by someone else. This not only ensures a smooth handover but also helps prevent important tasks from falling through the cracks. Encourage the departing employee to document their daily tasks and processes to ease the transition for the person taking over.
To prevent potential security risks, make sure that all access to company software and tools is revoked. This includes email accounts, project management tools, and any other platforms the employee had access to. And don’t forget to take care of the legal side of things by removing the employee from the payroll, benefits, and any other company-related offerings.
Friendly Reminder: Communicate these changes clearly to the departing employee, and if necessary, provide them with any relevant documentation.
You definitely want to avoid overburdening existing staff, so make it a priority to quickly hire a replacement for the departing employees. The last thing you want is for one person to take on the responsibilities of two without adequate pay or a plan to fill the gap.
Exit interviews can be very valuable, but only if you have a genuine interest in improvement. Consider whether the feedback provided in exit interviews is constructive and actionable. If the feedback is valid, use it to find areas for improvement in your business.
Pro Tip: Ask open-ended questions to encourage honest feedback. For example, “What aspects of the job could be improved for future employees?”
Offboarding may mean the end of an employee’s time with your company, but it also sets the stage for new beginnings! Remember, a successful offboarding is a win-win for everyone involved. For more insights, check out the Offboarding Module: Parting Ways from our Staff Training and Onboarding Course.