Get your hands on the ultimate offboarding checklist
Has the time come for you and an employee to part ways? Make sure you stay professional. HR-ON’s offboarding checklist guides you through the process and gives you the best insights on how you preserve a good working relationship with the resigning employee.
At this point, you probably know all the secrets to a good onboarding, but what do you do when it is time to say cheerio to a resigning employee? Parting ways in a positive manner ensures that the employee feels comfortable in the final stages of their employment and is more likely to speak highly of you and your organization. In a way, the resigning employee becomes a unique brand ambassador.
A poor offboarding can result in a bad relationship between the resigning employee and your organization. It can also be bad for businesses if they choose to speak ill of their former employer.
Stories of bad experiences spread faster than good ones. We all know that any negative mentions can have consequences for an organization. Why not control this by having a solid offboarding process?
Make the Exit Interview Your Greatest Priority
But how do you ensure a satisfying farewell for both parties? Since two resignations or terminations are never alike, there is no correct answer to this. Some employees might prefer to work remotely during the final stages of their employment. In contrast, others choose to be around the office as much as possible to carefully hand over all their responsibilities. As an employer, the best thing you can do is to meet your employee’s needs the best you can to ensure a smooth transition.
To part ways in a constructive way for both parties, prioritizing an exit interview can be essential. It allows the resigning employee to be open and honest about their time with your organization. An exit interview can give you valuable insights. Many resigning employees find it more accessible, to be frank about their experiences when they no longer see themselves as part of the organization.
The insights you gain can make way for changes around your organization, whether it comes to internal processes or the culture or social aspect of the workplace. The exit interview can also help you better understand the employee by asking them to clarify their specific tasks, so you know exactly what profile you should look for when you recruit their replacement.
Value Their Contributions Once and for All
In addition to the exit interview, you must take good care of all the practical aspects of a resignation or termination. It means ensuring you receive keys, cards, and IT equipment the employee has used during their employment.
To ensure that the employee feels like their contributions have been valued during their time with your organization, you may consider hosting a small farewell get-together for the employee and their coworkers. It can be valuable for everyone and allow them to describe how they have appreciated working together. For you as an employer, it is also an excellent opportunity to officially value their work and send them off on a positive note.
Should the exit interview give cause for any considerable, or maybe even serious, considerations, you may want to schedule a management meeting with the employee’s immediate manager. This meeting may give rise to some valuable discussions that you can learn from and maybe even adapt accordingly for future incidents.
With HR-ON Staff, you can create an offboarding process that you can use repeatedly. Let yourself be inspired by the checklist available for download below.
Use the tool Processes from HR-ON Staff to organize the offboarding checklist. Assign the tasks to different employees, which they can access through their own personal HR-ON Staff dashboard.