We had it specified in a previous post, offboarding is a management practice that consists in carrying out all the tasks that must be implemented before the effective departure of an employee, and which is spread over a period of 4 to 6 weeks before this departure.

Several questions arise:

• Are offboarding actors also the main beneficiaries of this policy?
• Are the benefits to be derived from such a practice the same for everyone?
• How long should we expect to take advantage of these benefits?

Below, Komin presents you with some answers to this question:

There is no 1 winner and/or 1 loser, it is the entire ecosystem of the company that benefits from the implementation of an offboarding policy

There is no “big winner”, who could be the manager, and “a big loser”, who could be the collaborator. It would be a serious shortcut to take, a fundamental mistake to believe that. There are in fact 5 big winners and NO losers in implementing such a policy.
Below is our overview of the ecosystem benefiting from a policy aimed at formally and systematically managing the departure of employees within a company.

THE MANAGER, THE FIRST BENEFICIARY OF A SUCCESSFUL OFFBOARDING

Expected benefits

• Time saver/mental load Preparing for the departure of an offboardee and the arrival of the onboardee
• Operational efficiency (marginal knowledge losses during offboarding and auto-training of the onboardee, time-consuming tasks largely eliminated)

EFFORT required (in time)

• ➡️ weak (from 0 to a few tens of minutes)

TIME TO GET BENEFITS

• ➡️ immediate/short term (from 1 to a few days)
  

THE TEAM, THE BENEFICIARY OF A SUCCESSFUL OFFBOARDING

Expected benefits

• Individual time saved by the self-training of the newcomer & by a limited micro distraction for all
• improved collective performance, one remuneration indexed to higher collective performance For everyone

EFFORT required (in time)

• ➡️weak (from 0 to a few 10 minutes)

TIME TO GET BENEFITS

• ➡️ medium term (a few days to a few weeks)
  

THE OUTGOING COLLABORATOR/OFFBOARDEE, BENEFICIARY OF A SUCCESSFUL OFFBOARDING

Expected benefits

• Leave a excellent last impression & Boost your network consequential 👔🚀
• Self-satisfaction 🤓
• Obtaining rewards (reduced notice period, etc.) 🎁

EFFORT required (in time)

• ➡️ strong (from 1 to a few half-days)

TIME TO GET BENEFITS

• ➡️ immediate/short term (from 1 to a few days)
  

THE INCOMING COLLABORATOR/ONBOARDEE, BENEFICIARY OF A SUCCESSFUL OFFBOARDING

Expected benefits

• Program ofCustomized onboarding for his job: good onboarding starts with excellent offboarding 👌
• 100% relevant self-training content, created by the predecessor based on his experience acquired in the same position and formalized during offboarding 🎯
• Accelerated skills development time 🚀🔝🙌

EFFORT required (in time)

• ➡️ weak (from 0 to a few tens of minutes)

TIME TO GET BENEFITS

• ➡️ immediate/short term (from 1 to a few days)

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HUMAN RESOURCES & THE COMPANY, BENEFICIARIES OF SUCCESSFUL OFFBOARDING

Expected benefits

• Differentiation through the remarkable employee experience at the end of the cycle (all companies communicate about their onboarding program, not a single one about their offboarding program) 💥
• An NPS (Net Promoter Score) ↗️ for employee satisfaction, thanks to an experience of departures that is de-dramatized within the organization ⭐️⭐️⭐️⭐️☆
• One employer brand that takes off 🛫 with ex-collaborators/alumni promoters of the company after even leaving the walls, a reduced share of detractors (Generation Z who are super communicative on Glassdoor, Trustpilot...) 👍

EFFORT required (in time)

• ➡️ strong (from 1 to a few half-days)

TIME TO GET BENEFITS

• ➡️ longterm (starting from several months)
  

At Komin, our desire is to make offboarding a driver of business performance! Entrances and departures have always been a part of life at L'Entreprise, that's normal. By 2025, this business world will continue to evolve considerably: turnover will intensify further, employees may accumulate several positions, the average length of time in a position will be reduced, etc.). The ability to “easily onboard and offboard talent” will be a key success factor.

If this topic may be current in your business in 2020, we will be happy to present our SaaS solution in more detail during a quick demonstration.

Learn more ➡️ hello@komin.io 👋

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