Discover 10 offboarding steps that have been proven to facilitate the departure of an employee
Traditionally, managers invest time in identifying needs, recruiting or even developing talent, but departure management is often overlooked in management. Our offboarding checklist makes it possible to better understand this phase, which is sometimes uncomfortable for both employees and managers, with confidence and rigor.
In a hyperconnected professional world, where the reputation of candidates is essential (and therefore Linkedin is king), just like that of companies, it is crucial to Take care of the departure of its employees. Indeed, good experiences, as well as bad ones, are shared/twitted/liked... even if it's often the bad experiences that get the attention. The offboarding checklist is an operational tool for rigorously managing the departure of employees.
Offboarding is the period of 4 to 8 weeks before an employee leaves. During this period, the manager (operational or HR) must combine his daily work with occasional tasks related to the departure of his collaborator. In a daily life that is always very busy, the risk of forgetting or making mistakes is high. And the literature on offboarding management is not very well developed. This is why this offboarding checklist is an operational tool available to managers to guide them with confidence.
Offboarding an employee is a long and sometimes uncomfortable period (resentment, misunderstanding, etc.). Our offboarding checklist makes it possible to comprehensively cover around thirty tasks divided among the 10 phases that we have identified as structuring.
It is also important to prepare the job description for the potential replacement. We you Let's share here an effective model created by May.fr.
Accompanying the departure of an employee well means even potentially making him a promoter of the company after his departure! Thus, the implementation of such a policy can make it possible to gain some valuable points of attractiveness or employer brand, problems or indicators that are now at the top of the pile of Human Resources priorities. Moreover, many employees imagine “greener grass elsewhere”. It's not always that way. According to a study conducted in 2018 by HAYS GROUP, 70% of candidates would be inclined to return to work in a company if the management of their departure satisfied them (it is therefore necessary to consider this carefully, because reintegrating a former employee will always cost less in initial training/integration/... than recruiting a profile with no company experience).
At Komin, we are convinced that departure management is essential. Whatever the framework (end of internship/work-study program/fixed-term contract, resignation or even freelance/independent contract), offboarding is a driver of human performance... and therefore financial.
“With Komin, we documented our operating procedures 10x faster than with paper”
- J. Cerruti (Methods & Industrialization Manager)
