HR Offboarding: Why support your employees when they leave?
If companies have understood the importance of taking care of integrating an employee to keep him or her with the company, there are still few who have set up a HR offboarding process, considering that they have no time to devote to an employee who leaves them. Yet they have everything to gain! What are the advantages of offboarding? And how can they succeed? Explanations.
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What is HR offboarding?
Offboarding, which literally means "landing", is the process of an employee leaving the company, as opposed to onboarding which is the integration of a new employee.
The benefits of HR offboarding
1. Optimize the employee experience
The way you treat departing employees tells others what to expect when their turn comes. That's why showing kindness keeps everyone motivated and maintains a serene social climate. What's more, preparing for departure in advance guarantees a more constructive notice period and a minimum of involvement from the departing employee. Take advantage of the opportunity to organize the handover and take stock of the situation.
2. Turn your employees into ambassadors
An employee who has had a positive experience will speak highly of the company, and even recommend it! So you're more likely to find favorable reviews on sites such as Glassdoor. Ralet's remember that if an employee leaves you, it's not necessarily because they have grievances against you.
3. Maintain your employer brand
Show your employees that you are interested in them, that you care about the quality of life at work, or that you know how to show recognition, participates in the development of the employer brand. In the same way, by carrying out with a departing employee a review of the experience he or she has had with the company, you can spot what's working well, or not so well, and put in place corrective actions. Another way to optimize your employer brand!
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4. Maintain a good recruitment rate
In a context where recruitment difficulties abound, turning your employees into ambassadors for your employer brand increases your attractiveness. And when a company has a good reputation, it attracts more candidates in tune with its values. As a result, your recruitment rate is boosted, with a parallel saving in time and sourcing costs.
5. Keep the knowledge within the company
When an employee leaves, skills also leave with him. You can anticipate this risk by implementing a knowledge capitalization approach, using various tools: tutoring, mind mapping, e-learning, intranet, decision-making database etc.
How to make a success of your offboarding?
The implementation of an offboarding process facilitates the transition period before the employee's departure, with a few unavoidable actions:
1. Communicate internally
Informing the team as early as possible of an employee's departure helps prepare them for the change and gives them time to get organized, particularly in terms of workload.
2. Preparing for departure
3. Handover of files
4. The offboarding interview
You can formalize your employee's departure during a individual interview. One of the objectives here is to seek to understand the reasons for his or her departure, as the real reasons may differ from the assumed ones. It's also about obtaining feedback, and gathering his or her opinion on the company's strengths and weaknesses, with a view to continuous improvement. If your departing employee has given you satisfaction, don't forget to thank them for the work they've done and the contribution they've made to the company. He'll be all the more grateful if, in addition, you offer to write him a letter of recommendation.
5. Organize a farewell party
Planning an informal event, such as a farewell drink, plays down the departure, and represents the ideal opportunity to openly thank the employee. This way, the collaboration ends on a high note.
6. Keep in touch!
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