Employee offboarding is as complex as employee onboarding. Those who leave the workplace usually have the most sincere and honest feedback regarding your company policies. Following the offboarding process will help you identify problems with the work environment which may or may not have caused turnover.
With about 40% of workers worldwide planning to leave their current jobs, hiring is viewed to be a lot more difficult in the coming years. Completing all HR tasks entailed with employee offboarding will ensure youve got the best practices to onboard future employees and retain them much longer in your company.
Offboarding refers to the formal separation of an employee from the company. Reasons for the separation may include resignation, termination or retirement. Offboarding usually includes transferring the employee’s responsibilities, turning in all equipment, disabling access and passwords, and conducting exit interviews to collect feedback.
Employees who leave may have either good or bad things to say about the company. Their onboarding experience could potentially reduce their dissatisfaction. Those who you may have caused disappointments may hurt your company and the offboarding process can turn these antagonists into people who may help you expand your network and ease out your hiring process. Employee offboarding is essential to your company's reputation, business performance and future recruitment.
Employee offboarding will also help businesses:
The payroll and the HR teams share the responsibility of having the employee undergo the offboarding process. Both departments should be liable for ensuring that the separation process is completed smoothly. The HR team should ensure all turnover procedures and paperwork are accomplished before the employee transitions away from the company.
The employee offboarding process should tie up the loose ends that may be left out hanging due to the separation. Tasks involved when an employee leaves are summed up in three different stages.
Employees who wish to resign from their post may need to notify the company one month before the date of actual separation. On the other hand, employees who may be terminated should be notified early on depending on the HR policy you implement.
Weeks before the actual day of leaving, the employee should have completed all the requirements for offboarding.
After the employee leaves the company, make sure that the tasks are reassigned accordingly if youve not hired a new person to occupy the role.
You may initially feel hurt knowing that someone from the team is intending to leave. Understandably, the cost of getting a new employee may be a burden plus the tedious task of training a replacement may add to the agony. However, no matter how difficult the circumstance may be, you need to be rational about it. Know, first and foremost, why the employee wants to leave and understand what needs to be done to remedy the situation.
You may want to reach out to HR companies like Zebra that may help you with the offboarding process and transition. You should also want to evaluate your current employee lineup and the skills that suit best the upcoming vacancy. Clear up your mind, create a plan and find ways to further strengthen your team despite the impending attrition.