Employee offboarding can sound intimidating and emotionally exhausting. But when you run a business, this practice is more than normal. People quit jobs and jump from one employer to the next, and that’s just a fact of life.
That said, professionally parting ways with talents should also follow a streamlined process to keep things quick, orderly, and amicable.
After all, equally important to put careful thought about your employee onboarding process is your company’s offboarding process too! An employee’s exit can be complex and challenging but when you make the most of a detailed checklist, everything falls into place more accordingly.
Here are a few things you’ll want your Human Resources department to consider when offboarding employees:
We all have a good idea of what a person does on paper, but their realistic duties and the actual scope of work may vary. While you can always ask the resigning talent’s supervisor what their specific duties are, it’s best to get the employee involved. That way, it ensures everything isn’t only accurate but accounted for.
Furthermore, ascertain the employee’s passwords in all of the business accounts they use. Of course, the people they’re most likely to contact and reach out to for certain tasks should also be factored in.
If the person leaving holds a leadership position, find out what their responsibilities to their subordinates are, too. This always ensures that no one is left behind and no project lags.
No business is perfect and entrepreneurs and managers have to accept that. As such, receiving feedback about anything and everything related to your business processes and politics should be a normal practice to maintain healthy work environments.
That mentioned, it goes without saying how crucial it is to have a thorough talk with whoever it is that’s leaving the company. Talk to them about what made them happy working for the business and ask them what the determining factor for them to leave is too.
After which, let your employee take an exit survey. This allows entrepreneurs and leaders to better document what the business’ areas of opportunities are. Allow these people to rank several aspects of your company, and let them do so on their own. Practicing this gives any organization a clear and bias-less grasp of what the company needs to work on.
This part is much easier said than done. Especially, if the employee leaving is doing so on bad terms. Still, it bears mentioning how treating those who are leaving with utmost compassion and respect allows them to harbor no ill feelings against your company.
Stories of ex-employees returning to former employers aren’t rare too. Be as professional and empathetic as possible when off-boarding employees, and remember that we’re all designed to primarily look out for ourselves than each other. No matter how large your industry is, there’s a huge chance you’re bound to bump into any of your former colleagues and subordinates at some point.
No-code has made this process a lot easier since digital solutions hasten processes in general. Whether onboarding employees or off, HR officers and business leaders are more able to keep track of business initiatives and schedule meetings with key people.
From sending automated forms to exiting employees to letting them turn over their responsibilities to their colleagues, leaders are more on top of things when everything is stored in the cloud and is seen from one control panel.
No-code solutions also ensure that private documents and files that demand non-disclosure agreements stay that way.
This reality becomes even more useful to businesses that run a remote workforce. Since digital remedies are now the name of the game, you’ll also want digital solutions to take care of everything.
As a result, off-boarding employees becomes a more streamlined process that eliminates unnecessary paperwork and appearances.
It’s clear that no-code providers are dominating the work landscape across several industries today. Because of how quickly everything is evolving in technology and societies, corporate leaders and business people are turning to no-code tools to help future-proof their ventures.
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