Employee Offboarding

Employee Offboarding

Top tips to ensure that employee separations, lay offs, and downsizing transitions are seamless, consistent, and keep you in compliance. Terminating employees often requires adherence to compliance issues. Having a well-designed process makes a big difference.

You can’t talk about onboarding without giving proper attention to its opposite, offboarding. In fact, the topic of offboarding resonates across industries and company sizes because it's so important. What does offboarding mean? Offboarding is the strategic process for transitioning employees out of an organization, and unlike onboarding, it is often ignored. According to an Aberdeen report published last year, only 29 percent of organizations have an offboarding program in place. While it’s not surprising that new employees receive more organizational resources than departing ones, this approach is short-sighted. Departing employees have power. They can take intellectual property and they can go online and share inside information or, worse, horror stories. So treating departing employees, no matter what the circumstances helps secure your employment brand from entry to exit. How do you create a consistent employee offboarding process? First create an employee offboarding checklist which everyone in your organization can use. We've created a free offboarding checklist for you to copy and modify.  You may want to use this free employee offboarding infographic. Some employee offboarding top tips for you to consider: 
  1. Consider your offboarding strategy to be as critical as your onboarding strategy. This means devoting similar effort and resources.
  1. When initiating an offboarding program, make sure you provide for involuntary separations and retirements as well as voluntary separations. According to Aberdeen, offboarding development, implementation, and evaluation should be relatively consistent across the organization.
  1. Offboarding messages and offerings can be customized for different departments in the organization, especially if you have groups in different geographies.
  1. The most basic offboarding process should cover all of the administrative bases including financials, health insurance, physical and intellectual property handover, and non-compete and non-disclosure agreements.
  1. Don’t be afraid to include exit interviews as part of your offboarding process. An exit interview performed respectfully and diplomatically can glean useful data for taking your talent management practices to the next level.
  1. Creating an alumni portal in which you offer current company information and job opportunities and encourage discussion will keep former employees interested and involved. Portals are especially helpful if much of your workforce is seasonal, or if employees are known for rotating in and out of the company.
Get the full list of top employee offboarding tips here.
What are the Rationales for Employee Offboarding Programs?   While it’s not surprising that new employees receive more organizational resources than departing ones, this approach is short-sighted. Departing employees have power – they can take intellectual property and they can go online and talk, so we need to treat them like human beings. You need to be thinking: what can I do to help these people? Whether they were a less than productive employee or not, the organization invested in them. How do you solve the consistency and compliance issues? Software automation goes a long way in making the employee offboarding process more efficient for all involved. Increased compliance with administrative components is probably the most important benefit, followed by easier facilitation of networking components. Consider putting automation to work as you take your offboarding initiatives to the next level. Download the full report, The Rhyme and Reason for Offboarding.
CLICK TO READ MORE

Additional Resources

Nucleus Research: Talent Management Technology Value Matrix 2016

The evolution of technology is moving talent management to the perimeter to hand purview over its execution to line managers. Functionality from vendors in this year’s Value Matrix shows how, and parallel advances in analytics show why HR can and must rethink its role in talent management – thus retaining skin in the game.

SilkRoad Talent Activation Cloud

Talent Activation focuses on the experiences, process and metrics that enable HR to create an equipped, aligned and engaged workforce. It addresses every chapter of an employee’s journey in a seamless user experience.

Video Tour of SilkRoad Talent Activation Solutions

Take a video tour of SilkRoad talent activation solutions. Complete just one form, and access our entire library of product videos—see how SilkRoad can transform the way you attract, hire and activate top talent.

Learning Video Demo

In this short video demo, you will discover the one-stop way to centrally manage, track, and report on learning activities, while providing an entire range of multi-media content. You’ll learn how to leverage the power of on-line learning, reduce employee training costs, and lower compliance risk.

Agile Performance Video Demo

SilkRoad Agile Performance is the simple alternative to traditional performance management. Activate employee performance with Check-ins, Goals, and Review apps to maximize productivity, increase engagement and align with corporate objectives.

Recruiting Video Demo

SilkRoad’s high-powered applicant tracking system allows you to source, attract, engage, screen and hire top talent fast. From requisition approval to “yes!” reduce your recruiting spend by 80% or more.

State of Talent 2017

The Big Shift in 2017—HR Puts Employees First. More than ever, today’s CEOs recognize the tremendous competitive advantage in a workforce that’s highly motivated, excited and tightly connected to business goals. Building a powerful workforce strategy remains front and center for HR teams.

The Employee Experience in 2025 – A SilkRoad Brief

In future years, the employee experience will emerge as a critical HR focus due to its potential to impact business results. Experiences need to move beyond engagement and focus on “activating employees” to outcomes such as greater productivity, agility, competitive advantage and the like.

White Paper: Talent in 2025

What will HR look like in 2025? Four HR industry experts recently shared their thoughts on the future in an engaging and high-energy panel discussion.

Impact of Agile Performance

Frequent feedback in the workplace is being demanded by employees. Recent research by Tiny Pulse, found that 64% of employees surveyed said they wanted their supervisor to check in with them at least every two weeks, with 42% of millennials wanting feedback every week. This white paper lays out a plan to create a culture […]

Calculating the ROI of an Agile Performance Technology Solution

Performance management processes are in a state of flux. The traditional systems we’ve grown accustomed to are being updated and enhanced to reflect today’s workplaces and employees. These shifts in performance management are not the result of a spur of the moment decision or a trend du jour. They are in reaction to years of ineffective performance management cycles.

Ultimate Guide to Performance Management

Are your employees contributing to organizational success? The Ultimate Guide to Performance provides the information needed to improve how companies manage and track employee performance, to ensure employees are aligned with the proper goals and objectives to increase business performance.

White Paper: Transforming to Agile Performance

It’s time to move beyond traditional performance management. Leading HR experts recommend getting started on a fresh look at performance management, emphasizing real-time, agile and a focus on results. Learn how agile performance works, typical cost and productivity savings, best practices, and more.

What Keeps HR Up at Night 2016 Report

We asked HR professionals to share with us the pains and challenges they face each day in effectively managing and engaging their talent.

White Paper: The Who, How and Why of Onboarding

Learn key findings from the 2016 CLO Innovations in Onboarding Survey, onboarding best practices and success stories.

Report: Seeking Agility in Performance Management

Learn why traditional reviews still reign as most popular but performance management change is on the way. An eBook, Seeking Agility in Performance Management, reports on the survey results from over 200 HR leaders in this important area.

Top Sources of Hire 2016: The Definitive Report on Talent Acquisition Strategies

Get recruiting right with the Source of Hire Report. The Source of Hire report is back and more comprehensive than ever, covering more than 13 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.

Calculating the ROI of a Recruiting Technology Solution

Learn formulas to calculate how much you could save by using an applicant tracking system or a recruiting technology solution to manage your talent acquisition processes. Includes strategic guidance, practical tips, and recruiting metric formulas to lead ROI discussions.

Calculating the ROI of a Performance Technology Solution

Productivity gains come from effective performance management. This requires a system that gives HR, managers, and employees a clear line of sight into goal setting, the review process and more. Learn some of the key areas where you can increase productivity, reduce turnover, and decrease costs.

State of Talent Management Report: The Always On Talent Economy

Radical changes in HR, from agile performance to analytics, will make 2016 a defining year in the HR world. Job seekers are gaining more power than recruiters and technology is becoming an ever present asset.

Ultimate Guide to Career Portals

First impressions matter—a career portal can make or break a hiring strategy. Learn the 5 key elements to attract the best candidates with a career portal that works.

Ultimate Guide to Onboarding Portals

The potential employee experience is key to the success of any company. Learn the 5 key elements to welcome them with an onboarding portal that works.

HR in the C Suite: How to Get and Keep Your Place at the Table

HR in the C-Suite: How to Take—and Keep—Your Place at the Table discusses the emerging role of the chief human resources officer (CHRO). After decades of being relegated to a tactical function, HR is growing in power and prestige. Why now? The recent recession is the major reason. As budgets tightened, CEOs required HR’s counsel to manage a shrinking workforce and keep staffing reductions from impacting operations too much.

Navigate the Journey to Integrated Talent Management | 4 Customers

In these buyers’ journeys, you’ll discover the paths of different companies who implemented SilkRoad Life Suite, an integrated talent management platform. In addition to experiencing the results of integrated talent management, the HR leaders who led these initiatives proudly discuss their success as a badge of honor with gratifying personal rewards. You’ll also find a wealth of resources to help you identify the best solution, define the return-on-investment (ROI) and present it to your management team.

Nucleus Research: SilkRoad Partners Wisely with SmartRecruiters

When vendors enter alliances from positions of strength, everyone benefits – including the user. SilkRoad has recently displayed this by forging a number of partnerships yielding capabilities complementary to their own. The latest example is their decision to join forces with SmartRecruiters, a vendor of progressive solutions for talent acquisition.