The employee separation process by a corporation through resignation, firing, or retirement is known as offboarding. When an employee departs, it covers all the decisions and procedures. Employee relations should not end the moment they leave the organization. It is vital to make the experience as pleasant as possible in case the employee returns in the future. It also helps build a good reputation with prospective job seekers.
Here is what you should consider in an offboarding checklist
Initiating the knowledge transfer: Upon receiving an employee’s resignation, their knowledge must be transferred smoothly to the person who will replace them. A good knowledge transfer process lays the foundation for a smooth transition and avoids unnecessary delays in the workflow.
Announce employee departure: It’s important to announce an employee’s departure to tie up loose ends in the chain of command.
Collect company assets: Collect the company assets, including laptops, id cards, etc. Inability to do so can result in monetary loss or potential security breaches.
Disable employee credentials: Remember to disable any logins or software access for the employee before departure. Doing so significantly cuts down on data security breaches.
Complete full and final settlement: Complete all due processes regarding the employee’s final payment. Ex- salary drawn, leave encashments, reimbursement, etc.
Conduct exit interview: One of the most critical parts of the offboarding process is the exit interview. It’s organized to get closure from employees who wish to leave the company.
Provide letters of reference: Provide letters of reference from their managers upon the employee’s request. Even a small gesture like this can leave a strong impression.