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Why Change Management Fails Without Communication – And How to Fix It
You could have the best communication strategy for change management, the right tools, and a clear business case, but if your employees don’t...
3 min read
Caroline Duncan
:
Jan 27, 2021 7:00:00 AM
Businesses spend a lot of time on their employee onboarding processes – where they set systems, procedures, and protocols to ensure that all new hires in the company have smooth and consistent access to all the tools and training they need so they can perform in their roles.
Simply put, offboarding – also known as employee exit management – is the formalized separation process undertaken when an employee leaves an organization.
If you don’t have an employee offboarding checklist, you aren’t on your own.
According to research from marketing firm Aberdeen, only 29% of organizations have a formal offboarding policy in place. Another survey, by TEKsystems, revealed just 14% of IT leaders agreed strongly that their organization had an effective employee offboarding process.
Whether an employee resigns, is terminated, or has been laid off, a consistent approach to the departure process is vital for your business because:
Having a streamlined process, following a consistent steps and processes with an employee offboarding checklist, can help you overcome these risks and understand who in your organization has the appropriate responsibilities for handling departing employees.
To make it easier for you, we’ve created a free employee offboarding checklist template you can follow to ensure your offboarding process is as easy as possible and gives a consistent approach – with tasks to assign to different people in your organization.
The offboarding process is generally carried out over a much shorter period of time than employee onboarding.
You may need to change this for any custom needs your organization has, but in general, these are the things we have included in our employee offboarding checklist template that you should remember and not overlook:
If the employee is resigning they will usually have to give the required notice under their contract or employment agreement advising when their last day will be. If they are being terminated (fired) or laid off (made redundant) their end date will usually be set by the organization. Whatever the end date is, this should be used to inform your timeline for the offboarding process.
(+5 more points)
This is the responsibility of HR and the employee’s manager. The departing employee needs to provide a debrief to someone before they leave. Ideally this would be the person taking over their role, but recruitment times and processes don’t always allow this luxury. A manager or other team member should be allocated this responsibility. The handover should include:
(+6 more points)
These are the steps to allocate to your IT and network security teams to ensure the departing employee no longer has access to sensitive company systems and data. This include:
(+9 more points)
These are the steps to allocate to your facilities or property management team – or whoever is responsible for this within your organization:
(+4 more points)
These steps should be allocated to the appropriate corporate services areas such as HR, payroll, finance and legal teams:
(+8 more points)
When you need to communicate important information to the entire organization – or just to specific groups of employees – an internal communications software system such as DeskAlerts is a great tool to ensure that important information is delivered to those who need to see it in a way that can’t be ignored, skipped or missed.
DeskAlerts sends notifications to computers, phones and tablet devices and avoids getting lost in overloaded email inboxes.
For offboarding you can use it to deliver on tasks from your employee offboarding checklist template:
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