Offboarding: leaving each other on a good note 👋

Today's working world is in constant evolution and many "nomadic" employees are only passing through. Companies are therefore more and more confronted with the departure of their employees and their experience must be taken care of until the last moment. However, if attention is paid to recruitment, onboarding, attractiveness and retention of employees, the offboarding process is (too) often neglected. And yet, offboarding is a critical process in the company, which deserves special attention. We will explain why and how to take care of employee departures ❓.

Structuring your offboarding career ☝️

Here are a few tips to help you structure this step:

1️ Be attentive to the administrative and legal aspect

You might be surprised to find out how many former employees have left but still have company hardware or access to internal systems 👨💻. Some departed employees are even being asked to refund a portion of their balance from any account for overpayment! Obviously, all these elements do not convey a professional image of the company.

2️ Communicating about leaving

The departure of an employee is subject to several questions: "Who is the replacement?", "Will this departure provoke others?", "For which company is the employee leaving?"... Communicating about a departure is often delicate. However, it is necessary to be transparent with the people concerned and to inform them of this departure before the noise of the corridor takes over 🗣.

3️ Structuring a handover program

All too often, departing employees are still assigned to new projects and assignments until the day they leave 🤷♀️. Even if it means using the employee's skills "until the last moment", this is as far as the structure of a handover program is concerned. Ideally, the employee's departure period and the arrival period of his successor should overlap. In this way, the departing employee can pass on as much information and key points as possible to the new employee. This will facilitate the transition within the company 🤝.

4️ Feedback on experience

The departure of an employee is the ideal moment to go back with him/her on his/her experience within the company. This last feedback will allow you to evaluate the quality of the career paths that you propose to your employees 🔁.

Once all these steps have been perfectly carried out, it is high time to celebrate the departure 🎉 !

From employee to company promoter 👍

What better publicity than that of a former employee who is satisfied with his entire experience? The collaborator could start a new adventure in a competitor or client company, and share his point of view (good or bad) on your company. The fact that he is no longer bound to the company by any contract will give even more value to his words. Therefore, he becomes a real promoter of your business if this sharing is positive 🤓.

So that this adventure ends on a good note, do not hesitate to encourage him for the rest of his career, keep in touch, create groups of former employees or even help him in his steps in the new structure. Some companies maintain benefits, even reduced, for their former employees such as discounts on commercial products or other 👍.

Conclusion 👥

An employee who has left with a good memory of his experience can come back one day "knocking at your door". This is called "boomerang recruitment" and has many advantages. Thinking about your departures and structuring an offboarding process is therefore today just as important as the recruitment and onboarding processes.

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