Goodbye... Managing Employee Offboarding

Attrition (Workforce Reduction)
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Jaap de Jonge
Editor, Netherlands

Goodbye... Managing Employee Offboarding

Organizations spend a lot of time, effort and money on onboarding new employees. Just think of creating an attractive corporate reputation and image, employer branding, pre-employment screening and recruitment, and employee induction, orientation and onboarding (in a narrow sense) among other things.

What is offboarding? Definition

Employee offboarding describes the opposite process of onboarding, dealing with employees leaving the company. Offboarding might involve various sub-processes, like a phased transfer of knowledge from the departing employee to a new or existing employee; an exit interview; return of any company property; various HR, IT and legal processes and in many cases also a ceremony and / or party.

According to research explained by Wade, "HR leaders spend 8x more time creating, implementing, and administering onboarding programs compared to offboarding programs. While onboarding programs are essential to an employee's ramp time and continued success at the company, offboarding is an area that should not be overlooked. Organizations with formal offboarding programs reported higher retention rates and greater percentages of 'highly engaged' employees."

Importance of formal offboarding programs

Wade provides 5 main reasons why formal offboarding programs are important:
  1. Ensure the departing employee's knowledge is transferred to other members of the organization.
  2. Understand organizational strengths and weaknesses, and determine how they can be improved.
  3. Identify turnover issues early to implement corrective measures when possible.
  4. Gauge former employee brand perception and the impact that their views may have on the market.
  5. Leave the door open for "boomerang" employees who may wish to return to your company in the future.

Recommendations for offboarding programs

Recently, Professors Dachner and Makarius argue similarly that - depending on a company's strategy, culture, and industry - it might make sense to spend more attention, effort and money on offboarding employees when they resign and decide to leave the company in good standing. More specifically, they recommend organizations in today's fierce battle for top talent to:
  • Go beyond legal obligations.
  • Recognize individual differences between employees.
  • Prepare well before employees actually resign (nothing lasts forever).
  • Recognize the contributions the employee made at the time he/she leaves.
  • Always conduct a professional exit interview.
  • Provide support for a successful start in the new job.
  • Carefully design a holistic program to keep alumni connected to the organization.
⇨ Is your firm very professional in offboarding? What are your practical observations and experiences with resignations of employees?
Sources:
Wade E. (2019), "Driving Team Performance: Why Offboarding is Just as Important as Onboarding", SBI Research
Dachner A.M., Makarius E.E., "Turn Departing Employees into Loyal Alumni: A holistic approach to offboarding", HBR Mar-Apr 2021, pp. 88-97

  Gregory Johnson
Coach, United States
 

Employee Off Boarding

An EXCELLENT topical area that should be promoted to every organization/company whether large or small. When exiting st...

  Dr. Alan Williams
Professor, Thailand
 

Off Boarding

@Gregory Johnson: QUOTE: "When exiting staff / employees really leave they take a tremendous amount of baseline informat...

  hirsh elchonen
ICT Consultant, United States
 

Celebrate Those Who Leave in Offboarding

I would propose a 6th reason for formal off boarding, and that is 6. To celebrate those who leave as individuals who ma...

  martin Anih
Management Consultant, Nigeria
 

Offboarding is an Emerging Topic

It's interesting to learn that organizations spend resources on the exit of their staff. This is not only nice, but as y...

  Tendekai Dzinamarira
Manager, Zimbabwe
 

Offboarding and Organizational Culture

Normally employees who leave an organization through normal retirement age and voluntary retrenchment are given a befitt...

  Graham Williams
Management Consultant, South Africa
 

Merit of Offboarding?

Employees leaving an organisation (for whatever reason) can: - Be advocates to potential customers and employees. - Wi...

  Ginford Dzimati
Director, Zimbabwe
 

Employees are a Company's Most Valuable Asset

Companies that want to build a competitive advantage over their competitors should try by all means to hold on to their ...

  Saju Mannarath
Consultant, India
 

Off Boarding is Relevant in the Social Sector Too

Small social development organizations often see their employees leave helplessly when it becomes unaffordable for the o...

  Glen Mitchell
Manager, Australia
 

Boomerang Power of the Follow Up Call in Offboarding

A simple phone call 6 months after I had left my long term employer from my previous manager intrigued me. 5 years later...

  Paul Newman
Director, Canada
 

Coming or Going, There is a Lot to Learn

Someone leaving can be one of the best opportunities for learning what can be improved in the company, or highlight how ...

  Dr. Alan Williams
Professor, Thailand
 

Coming or Going, There is a Lot to Learn

@Paul Newman: This is why I encourage my consulting client companies to reorganize their HR roles and make a senior HR p...

 

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