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As leaders work to improve the employee experience, offboarding often remains as an area that needs closer attention.
Organizations are better equipped than ever to attract outstanding employees, onboard them with strategic orientation and training programs, manage their performance, and meaningfully recognize their contributions.
Where many organizations tend to falter is in conducting exceptional offboarding practices, if they’re conducted at all. According to Aberdeen research, only 29 percent of organizations have any formal offboarding processes in place.
As we mentioned in “How to Optimize Your Employee Lifecycle,” every person that you hire will eventually leave your organization. Why not embrace this graduate phase of the employee lifecycle, and tap into it as a valuable opportunity?
Here are some practices you can adopt to make the most of the offboarding process and provide the optimal experience for your organization and its employees.
Celebrate their contributions
If an employee is leaving on good terms and has been an asset to the company, make sure to give them a warm and memorable farewell celebrating their service and contributions to the organization. An offboarding celebration is the time to publicly highlight an employee’s impact on the organization and show appreciation for their work.
It’s crucial to treat employees with respect throughout the offboarding process. Recency bias is a commonly referenced leadership mistake, but it works both ways.
The most recent experience an employee had with your organization will stand out.
Departing employees will surely tell others about their experience in your organization, and they’re more likely to speak positively about it if they receive a warm and respectful sendoff.
Although offboarding is an opportune time to uncover what made exiting employees unhappy, it is also a time to build them up, demonstrate your gratitude for their service and talents, and show support for their future. Keep the atmosphere positive and know that former employees, regardless of their reasons for leaving, can still serve as ambassadors for attracting talent as well as potential clients for years to come.
Although an employee’s exit isn’t often something anyone looks forward to, it is a unique and valuable opportunity to learn and improve.
There is no magic formula for this step, except to listen with genuine interest. Ask the employee why they are leaving, provide them a safe environment to be candid, and prepare to hear some things that may surprise you — just remember to listen attentively. This isn’t a time for apologies or rebuttals.
Ben Eubanks, in his Society for Human Resources Management blog post “Should You Celebrate When Employees Leave?”, remarks:
“If we take out the resignations that are due to poor management, culture mismatch, and so on, we are left with those employees that are truly leaving to advance their careers. On one hand, this is helpful for your recruiters and others internally to see where the perceived limit is for employees in terms of development. If staff are consistently leaving around the 18-month mark, are they bored? Have they mastered ‘everything’ in terms of their job duties? Are Go to the full article.
Source:: Business 2 Community