When it comes to people management, the focus is often on how to conduct an effective onboarding process. This makes sense, as onboarding is a crucial phase in integrating someone into a company. But what happens when that stage ends? When someone leaves, whether by their own decision or the organisation's, it is also important to do things properly.
Good offboarding — that is, a well-managed exit process — is much more than just saying goodbye. It is an opportunity to conclude matters respectfully, maintain a positive internal climate and reinforce the company’s image. Yet many times all this is neglected or improvised.
So, what does a good offboarding process involve?
Clear communication
When someone leaves, it is essential to communicate internally. The reasons for the departure should be explained respectfully and clearly (within what can be shared) to both the person involved and the team. This helps to maintain trust and transparency within the organisation by avoiding rumours or uncertainties.
Gathering feedback
An exit interview can provide valuable information about the work environment, areas for improvement and perceptions that might not be detected in day-to-day operations. This feedback should be collected in a non-judgemental manner and analysed to identify possible improvements. Additionally, it gives the employee the feeling of being heard and considered, and provides them with an opportunity to explain their reasons.
Practical aspects should be closed properly
All responsibilities must be transferred, including the return of materials, revocation of platform access and completion of pending tasks, so that the departing person can leave with peace of mind, knowing that everything has been properly closed and managed. Moreover, this prevents possible future interruptions or inconveniences, facilitating a respectful and professional disconnection.
Taking care of the details until the end
A well-executed offboarding process encompasses practical elements as well as gestures that convey respect and gratitude, such as a farewell message, recognition of the work accomplished, and facilitating the transition. Remember that anyone who leaves the organisation has the potential to become a brand ambassador (or detractor). It is up to us to ensure they leave happy.
Long-term impact
The way in which an employee's exit is managed can influence:
If we want companies that are more human and coherent, we must consider the entire talent life cycle, from first contact to last day. This also includes ensuring a positive exit experience.
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