As a human resources department member, it is important to know that offboarding is as important as onboarding employees. Whether the employee is fired or has just decided to leave for another job, there are certain things that you need to do to make the departure peaceful, productive, and fruitful. Doing so will pave the way for an efficient transition.
The key to employee offboarding is timing. If you want to learn more about this specific side of HR operations, here are some of the things that will help you understand it.
Make it known
The last thing that you will want to happen is the panic or disruption in work brought about by the rumors of departure. Combat these rumors with the truth; tell them right away. But do it subtly; via email or a group huddle. Doing these will help the remaining employees plan their load and manage the transition and turnover just before the person in question leaves.
Conduct an interview
You surely will want to know why the employee is leaving. As such, you should carry out an exit interview. The discussion will provide you with insights that will help you come up with a better retention program. If an interview is taking too much time, you can just give the departing employee a survey sheet or exit form at least two weeks before they leave.
Get Back the equipment
It is also important to recover all the assets that the employee used—from company laptops to credit cards and mobile phones. You may also take away their access to the company’s confidential files and resources. To make sure that the employee leaves with no liability, give out a clearance form where the equipment and other assets are listed.
And as the employee steps out of the door, do not forget to thank them and wish them luck. You may even give them a sendoff gift pack.