Imagine your ideal scenario for employee offboarding. You know, the kind that drives long-term value and isn’t just a quick goodbye? It probably includes an extended notice period, a comprehensive checklist, thorough training for the incoming employee, and a pleasant exit interview.
Unfortunately, the above scenario happens about as often as the New York Jets win the Super Bowl––which is mostly never.
It’s more likely that you’ll need to act quickly to offboard employees and juggle communication efforts, which is why it’s critical to devise standard operating procedures for this stage in the employee lifecycle. Depending on whether the person resigned, retired, or was terminated, you’ll need thoughtful plans in place to safeguard company data, transfer knowledge, and gather helpful feedback.
Below are five steps for offboarding employees to help create long-term value for your company and people.