In the ever-expanding world of people (HR) strategies and company management, the emphasis often falls on the ‘grand’ entry of new talent—onboarding. For the most part, rightfully so.
Yet, there’s an unsung hero in the employee lifecycle that deserves equal attention -offboarding. Exiting an employee with grace and dignity holds remarkable significance, often overshadowed by the dazzle of recruitment and initial onboarding.
First impressions may secure employees, but the lasting impression at departure resonates deeply within the company’s culture and workforce morale. A seamless offboarding process cultivates respect, transparency, and professionalism, leaving a positive mark not only on the departing individual but also on their colleagues who continue within the organization.
It’s not just about a courteous goodbye; it’s about the message it conveys to both departing and remaining employees. Those leaving, especially when offboarded with dignity, are more likely to speak positively about their experience, impacting the company’s employer branding. Their friends or colleagues witnessing the departure also gauge the company’s attitude towards its employees. How an organization treats its exiting members speaks volumes about its values and culture.
Moreover, offboarding is an opportunity for knowledge transfer or preservation and constructive feedback. Departing employees hold a treasure trove of insights, experiences, and lessons learned during their tenure. A well-structured offboarding process encourages open dialogue, allowing the company to gather invaluable feedback, paving the way for continuous improvement.
But what does ‘deselecting with dignity’ entail? It’s a multifaceted approach that spans beyond exit interviews, encompassing clear communication, providing necessary support, and ensuring a smooth transition. It involves the following:
- Respecting confidentiality.
- Communicating timely.
- Having a clear offboarding plan for matters such as benefits, PTO, information about the last paycheck, W-2 etc.
- Offering assistance in the transition phase.
- Showing gratitude for the contributions that the exiting employee made during their tenure.
- An often-underestimated aspect is the impact this has on the retained workforce.
How a colleague is treated at the end of their journey influences the morale and loyalty of those staying behind. Employees who witness deselection with dignity, feel reassured, fostering a sense of trust towards the company.
In essence, while onboarding sets the tone, offboarding defines the legacy, and legacy impacts culture. Companies with a comprehensive offboarding process reap long-term benefits in employee satisfaction, retention rates, and overall brand reputation. It’s not merely bidding farewell; it’s about shaping lasting perceptions and maintaining relationships beyond the exit door.
PRO TIP: In addition to following the steps described above, make deselection with dignity part of your organization’s terminology so that all your managers use those words. The more they are spoken, the more it will be practiced.
The true mark of a great company lies not only in how it welcomes new talent but equally in how it bids adieu to its departing members.
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