Estimated studying time: 4 minutes
I’ve revealed a few articles these days in regards to the relationship between onboarding and offboarding. We spend a whole lot of time speaking in regards to the worth of onboarding. It units the stage for the brand new worker’s profession with the group. Onboarding is a chance to display that the group cares in regards to the worker and is planning to make the investments needed for the worker to achieve success.
On some stage, offboarding can do the identical factor. Granted, offboarding is concentrated on an worker’s departure from the group. However the way in which folks depart the corporate can have a profound affect on how they converse in regards to the firm sooner or later. Designing a strategic offboarding course of can let workers know we recognize their time and contributions. It may possibly ship the message to present workers that we deal with folks with respect, even after they’re leaving.
To design a strategic offboarding course of, organizations may need to think about using a course of map. Just like an onboarding course of map, this doc would define what ought to happen in the course of the conventional offboarding course of. It could possibly be used for each departing workers in addition to freelancers and/or contractors. Contemplate outlining the person steps into 4 elements or phases:
- Consciousness: That is the place the place the group learns that the worker (or freelancer) is leaving. Once we discuss offboarding, we’re speaking about each voluntary in addition to involuntary departures. Among the steps could possibly be totally different with an involuntary termination, however many would be the similar.
- Preparation: Throughout this part, the group and worker are working collectively to wrap up tasks, and many others. Given at this time’s labor market, there’s an excellent probability that an worker will depart, and their alternative won’t but be employed. The worker and their supervisor will need to consider present workload and transition tasks to different people on the workforce.
- Engagement: Organizations have a chance to solicit suggestions from the worker. Earlier than the worker leaves, the hiring supervisor or human sources may need to speak with the worker about their time with the corporate. This could possibly be thought-about an exit interview of types. The corporate may additionally need to give the worker or contractor a chance to ask questions on advantages, last checks, and many others.
- Documentation: The group and worker have to create closure. Administratively, the worker have to be terminated from payroll, their personnel file closed, and legally required advantages paperwork like COBRA despatched. The documentation part wraps up these free ends. That is additionally the time to gather keys, computer systems, and many others. and ensure that all different notices are offered.
So as to add particulars to your offboarding course of map, take into account doing a “sticky be aware” exercise with the important thing stakeholders. Convey everybody collectively, give them a packet of sticky notes and ask them to put in writing one step they must do when an worker leaves the corporate. Then set up every of these actions by the 4 phases we’ve simply outlined: consciousness, preparation, engagement, and documentation. That turns into the method map.
Any such sticky be aware exercise can even let the group know the place there is likely to be gaps (as in, “Oh! I assumed another person was caring for that.”) Or the place a duplication of efforts exists. The ultimate doc can be utilized as an old-fashioned guidelines and even higher as a information in your onboarding expertise answer.
Offboarding is a crucial step within the worker life cycle. Organizations can’t afford to disregard it. In a aggressive labor market, we now have to think about that exiting workers is likely to be potential rehires, which suggests enthusiastic about exiting workers as future candidates. And, the way in which workers are handled as they depart the group speaks volumes in regards to the firm model.
Picture captured by Sharlyn Lauby whereas exploring the streets of Pasadena, CA
The publish The 4 Phases of an Offboarding Program appeared first on hr bartender.
