Estimated studying time: 3 minutes
Staff leaving is only a reality of enterprise. That being mentioned, we usually don’t prefer it when staff go away. We regularly have constructive working relationships with the particular person, and it may be disruptive to the crew / operation. However ensuring that staff go away the group with the identical respect as once they entered is vital.
Whereas staff leaving is one thing all organizations take care of, we don’t at all times have a plan in place for the method. A few weeks in the past, I printed an article on “5 Offboarding Actions for a Respectful and Environment friendly Worker Departure”. If you happen to haven’t seen it, I hope you’ll test it out. One of many actions was “have a coverage”. So at this time, I need to discuss some issues to think about when creating an offboarding coverage.
The excellent news is that we will use a few of our onboarding greatest practices to construct a superb offboarding coverage. Listed here are the 5 issues to think about:
- Decide the objective. Similar to creating an goal for onboarding, it’s vital to ascertain the rationale for offboarding. The objective isn’t as a result of the worker is leaving. It might be to gather valuables from the worker like keys and/or tools. Another excuse might be to give staff constant details about COBRA or their 401(ok) plan. Lastly, a cause might be to plant the thought that the worker is welcome to return (see #5 beneath).
- Profit from your know-how. A giant mistake that organizations make when buying know-how is that they purchase options they don’t use AND they don’t purchase options they want. It is a good time to take stock of your know-how capabilities. Uncover what your system can and can’t do. Decide if there are present steps within the offboarding course of that may be automated reminiscent of an worker exit guidelines.
- Incorporate microlearning strategically. Staff leaving the group have questions. The truth is, most of their questions are pretty constant. HR can have interaction staff throughout their ultimate weeks of employment with microlearning movies, podcasts, FAQs, and many others. surrounding essentially the most requested questions. This protects time for HR professionals and offers staff with constant solutions. And staff can eat the content material when it’s handy for them.
- Measure and consider your outcomes. In step #1, we established the objectives for our offboarding program. Right here, we need to measure to see if these objectives have been met. HR departments may need to think about asking about offboarding throughout an exit interview to get some sense of whether or not staff really feel they’re getting good info throughout their ultimate weeks. It’s additionally attainable the group may measure what number of staff go away the corporate and later return.
- Hold the door open. Talking of staff returning, an enormous cause to have a proper offboarding course of is to let staff know they’re welcome to return in a full-time, part-time, or contractor capability. In fact, the corporate and worker have to work by means of the unique cause the worker left. However there are various benefits to rehiring staff. Offboarding might be a spot to plant that concept.
There’s no query that worker onboarding is a crucial exercise. Worker offboarding is equally vital. Staff will at all times bear in mind the way in which they have been handled once they have been leaving the corporate. The truth is, that final reminiscence might be the one they share with potential candidates, present staff, and future prospects. It makes good enterprise sense to permit staff to depart the group with respect.
Picture captured by Sharlyn Lauby whereas exploring the streets of Havana, Cuba
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