Top 5 Employee Offboarding Best Practices
The employee offboarding process isn’t considered as important as the employee onboarding process by most organizations. The HR teams spend 8 times more time on the employee onboarding process than on the offboarding process. Employee offboarding focuses on the exit procedures to be followed when an employee leaves the organization. It isn’t as easy as bidding a farewell to the employee through a hurried exit interview; employee onboarding ought to be handled more responsibly by the organization. When done right the employee offboarding process could offer key management insights and uncover hidden internal issues. Read on to know more about employee offboarding best practices that offer key strategic business insights.
Employee Offboarding Strategy
The management in any company focuses on issues at an organizational level. On the other hand, employees are exposed to small issues that aren’t noticed by department heads or general management. Focusing on the offboarding process offers key insights into small and recurring issues that might grow into huge issues that hamper the productivity of the business.
Here are a few pointers for an effective onboarding strategy:
Create a comprehensive offboarding checklist:
The checklist must be created as soon as the project team updates about the employee’s resignation. Keep in mind the leaving date while preparing the checklist to ensure that there is enough time to execute the complete offboarding process.
Include all compliance and regulatory issues:
Assets issued by the organization need to be handed over before leaving the organization. Having a complete list of compliance and regulatory aspects of employee exit is very important to prevent misuse of resources.
Choose a good offboarding software:
Automating the employee offboarding process ensures streamlined execution and leaves zero scopes for the overlook.
Assign offboarding responsibility to an individual or a team:
Appoint the concerned HR person handling end-to-end offboarding.
Ensure offboarding is mandatory for all roles and designations:
Employee offboarding must be followed for all employees irrespective of how small or big their role in the organization may be.
Document the proceedings for future re-evaluation:
Complete documentation at each step of the offboarding process is mandatory.
Implementing and maintaining transparent employee offboarding practices has multiple benefits. It not only makes the employee feel appreciated but also benefits the company branding.
Why is Employee Offboarding Important?
An employee could resign for a myriad of reasons. Employee offboarding is not given the importance it deserves. In most organizations’ employee offboarding is a loose, manual process that is executed through emails, phone calls, or personal conversations. Even in organizations with a formal offboarding process, very little focus is given to complete all the steps. According to a study by the Aberdeen Group, organizations that executed a formal boarding process reported a higher percentage of highly engaged employees. The study also reveals that a dedicated offboarding process can improve key business metrics.
Here are 3 reasons why formal employee offboarding is important:
- Provides key management insights: Exit interviews could reveal key insights that can be used to improve the company’s productivity. Recurrent issues that employees face daily are revealed in an exit interview. These issues go unnoticed by the management. Exit interviews can also be used to mitigate any ill perceptions that the employee might have against the company.
- Shows appreciation: Whether employees leave voluntarily or involuntarily, the offboarding process must be conducted with the same zest. When you conduct an offboarding process irrespective of the reason for departure, it creates a holistic feedback loop.
- Helps engage with formal employees: Former employees are valuable assets to the organization. A formal offboarding process helps the organization stay in touch with former employees.