Just as important to the employee experience as onboarding is offboarding of employees. Offboarding, simply put, is the process of sending off an employee for whatever reason it is that they are leaving. Many organizations fail to leverage this important people management tool. Here’s 5 tips to get the most out of your offboarding processes. 

1. Understand the Strategy Behind Offboarding

Offboarding is, at heart, a review of all the decisions and processes that take place when an employee leaves an organization. It’s the completion of a journey, from coming onboard at the time of hiring, the training and development that took place on the voyage, then the inevitable departure at the end of the cruise. It’s a complex process, being employed. Seek to understand what’s really working and what needs to be improved within a role or on a team. That’s why offboarding can be a strategic leadership moment if you know how to approach it. 

2. Think Long Term

The more time and care you take with the offboarding process, the better the experience is for your employees. Then, you also have better information regarding the employee experience. Employees don’t want their onboarding process to be abrupt and disorganized. Neither do they appreciate having their last day with an organization to feel like they are being abandoned. Relationships in business are what provide a reliable talent pipeline (not to mention employee referrals) that keep successful businesses running. 

3. Know Your Offboarding Goals

The complexity of onboarding and offboarding processes depends on the organization, but the goals are going to be the same no matter what. You want your offboarding to carefully communicate the necessary information that an employee needs when leaving. Offboarding needs to set the team up for success beyond a team member’s departure. You want it to get information about why an employee is leaving. You can also learn what could have been done to keep them on long term. Or, if an employee is being terminated or laid off, they will need to know the process of leaving the company, and reduce the chance of any misunderstandings that you don’t want to persist after they move on. 

4. Take the Opportunity to Understand the Employee Experience

It’s a critical time for employers to get a clear understanding of the employee’s experience with the team or the organization. It’s also an important way for an employee to depart while making room for networking, development, and growth. Good help is always hard to find. And as such, losing a strong team member doesn’t have to mean you’ll never have the chance to work with them again in the future.

5. Act on the Feedback You Receive

Similarly, a good offboarding experience needs to be a part of that bridge building exercise. If the opportunity is cast aside for the sake of time or addressing more pressing business needs, that’s forgivable. But it’s a missed opportunity for an organization to make strategic recruitment decisions. It’s also a missed opportunity to build a strong and sustainable talent pipeline.  

For help finding talent for your recruiting pipeline, connect with the Williams Industrial team today.

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