Offboarding Management

Offboarding is the process of disengaging an employee from work and all the measures taken by the company to carry out this process.

Its ultimate goal is to avoid traumatic escapes and to ensure the normal functioning of the company's business while this occurs.

Anticipation and good will on both sides are essential for this process to be successful. Unfortunately, there are still many Human Resources departments that do not understand the importance of carrying out proper Offboarding.

What are the benefits of having a good Offboarding procedure?

Maintains a good working environment

‍An employee who is going to leave the company and who does not feel valued in it can be a hub of tensions that can cause a negative work environment.

It favors an orderly transition

‍It is very important that the employee who is leaving the company collaborates in the transition process. That is, to provide the company with the information it requires or that it forms its future substitute.

It helps to maintain a good relationship with former employees.

‍Maintaining a good relationship with a former employee is very important to facilitate future operations to possible rehiring.

Improve talent retention.

Proper Offboarding improves the company's employing brand image, which helps it reinforce its ability to retain talent.

It helps to gather valuable information for the company.

‍ The Offboarding process helps to gather information about the operation of the company and to detect possible aspects for improvement.

Avoid potential financial losses.

Avoid making mistakes, such as continuing to pay benefits to employees who are no longer part of the workforce.

Improves logistics.

‍An Offboarding plan must respond to aspects of how the functions of the employee who has left the company will be performed, how the team will be coordinated until the position is filled, who will replace the employee who leaves the company, etc.

Aspects to consider for good Offboarding management

Planning.

The success of an Offboarding process lies in having up-to-date information on all employees, which is usually carried out with specialized software. Thanks to this software, you can establish a retirement schedule, check the expiration date of current employment contracts, etc...

Retaining talent.

Although an Offboarding plan is aimed at managing the departure of employees, it is not at odds with retaining talent. For this reason, if an employee is very valuable to a company, part of the Offboarding plan should indicate how to try to keep that worker in the company.

Avoid malfunctions and reassign all tasks.

One of the main problems that any company suffers after the departure of an employee is the need to reorganize the department and reassign tasks until the addition of a new worker. Thanks to Offboarding, we can forecast this problem so that it doesn't affect when the time comes. For this purpose, software can also be used to make it easier for team managers to distribute the functions that are going to remain vacant for a certain period of time.

Care for every stage of the employee lifecycle.

The opinion that a worker has about the company is conditioned by the relationship that has been maintained throughout the life cycle within it. The company's departure is another stage in the cycle. Cordiality is always highly valued at the end of an employment relationship and highlights that the company's commitment to the well-being of employees is sincere and up to the end of its cycle.