Discover 10 proven offboarding steps to ease the departure of an employee
Traditionally, managers invest time in identifying needs, recruiting and developing talent, but the management of departures is often neglected. Our offboarding checklist helps you to tackle this sometimes uncomfortable phase for both employee and manager, with confidence and rigor.
In a hyper-connected professional world, where the reputation of candidates is paramount (and Linkedin is king), as is that of companies, it's crucial to look after the departure of your employees. Indeed, good experiences, like bad ones, are shared/tweeted/liked... even if it's often the bad ones that get the most attention. The offboarding checklist is an operational tool for rigorous employee departure management.
Offboarding is the period from 4 to 8 weeks before the departure of an employee. During this period, the manager (operational or HR) has to combine his or her daily work with one-off tasks linked to the departure of the employee. In this hectic daily routine, the risk of forgetting or making mistakes is high. And the literature on managing offboarding is not very well developed. That's why this offboarding checklist is an operational tool for managers to guide them with confidence.
Offboarding an employee is a long and sometimes uncomfortable process (resentment, misunderstanding, etc.). Our offboarding checklist exhaustively covers some thirty tasks, divided into the 10 phases we have identified as structuring.
It's also important to prepare a job description for the potential replacement. Here's an effective template created by May.fr.
Properly supporting an employee's departure can even make them a promoter of the company after they've left! Implementing such a policy can help gain valuable points in terms of attractiveness and employer brand, issues and indicators that are now at the top of the Human Resources priority list. Moreover, many employees imagine "the grass is greener elsewhere". But it isn't always. According to a study carried out in 2018 by HAYS GROUP, 70% of candidates would be inclined to return to work for a company if they were satisfied with the way their departure was managed (so consider this carefully, as reintegrating a former employee will always cost less in initial training/integration/... than recruiting a profile with no experience of the company).
At Komin, we're convinced that managing departures is essential. Whatever the context (end of internship / work-study / fixed-term contract, resignation or even freelance / self-employed contract), offboarding is a lever for human performance... and therefore financial performance.
"With Komin, we have documented our operating procedures 10x faster than with paper"
- J. Cerruti (Methods & Industrialization Manager)
