STRATEGIC EMPLOYEE OFFBOARDING ROADMAP—THE BIG WINS OF A POSITIVE GOODBYE

UPON NOTICE Employees leave for all kinds of reasons. And your Provide employee Confirm employee Begin processing Begin processing any Obtain & accept Enter employee departure Provide employee Begin processing any employer brand goes with them. So make the most of resignation letter date in HR system to with link and with link and appointment with outstanding expense of paid time off required return of an exit experience. When employees leave, they take all (unless involuntary) trigger offboarding instructions for instructions for benefits team reports, petty cash and/or leave signing bonus or of their experience and knowledge with them. A good checklist and alerts to key offboarding checklist formal knowledge or other expenses balances moving/relo exit process will capture that knowledge, ensure departments transfer reimbursement compliance with your exit policies, collect feedback on the organization and reinforce the best parts of your 2 WEEKS IN ADVANCE OF DEPARTURE DATE employer brand. An intentional strategic offboarding program puts a Remove personal Identify and transfer Collaborate with Notify team and Schedule final Employee meeting to Employee meeting quality closing experience onto an employee's tenure. It information from manager/team files, documents, employee on knowledge appropriate review relevant with HR team to discuss creates a warm, consistent experience can strengthen company-owned lunch/happy hour with emails, department transfer list of current stakeholders of departure policy benefits, paid time off your employer brand, help you stay in touch with top devices departing employee app log-ins & other project status, internal & employee departure (NDAs, non-competes) balances, retirement plans talent and maintain a positive “buzz” about your records to supervisor external contacts and and employment other key information verification process company. Ignoring offboarding can be a risky, shortsighted approach in today’s highly connected world. And, who WITHIN LAST FEW DAYS OF DEPARTURE DATE knows? They'll share experiences on Glassdoor and other social platforms. Departing employees now have Meet with key departments Return all keys, IDs, Return all phones, Provide reliable contact Settle any cash Move I-9 and Conduct exit interviews power and today’s leading edge companies are asking, computing devices to ensure return of credit cards, calling information (home address, advances, petty cash personnel files from for feedback either “How can we create a win-win departure?” A great and media phone, email address) for future company-owned property cards, permits accounts, fines and active to inactive through online survey employee who departs today can return as a rehire – or and other company correspondence (especially for reimbursements or in-person meeting even as a future customer! property payroll and W-2) Ready to get started?

Use this handy checklist to get your offboarding program rolling. You can also automate the program by ON LAST DAY using the checklist, workflow and alert functionality in Remind employee Ask employee to sign Forward Meet with key Meet with IT to review Remove all Review checklist in your onboarding software. to sign up for agreement confirming email/voicemail contact to ensure scope of employee personal items offboarding system alumni group removal of company to supervisor completion of electronic footprint from workspace with employee, Offboarding Best Practice Goals verify all tasks data from personal knowledge transfer and property transfer • Collect valuable feedback services and devices completion completed • Maintain and promote company reputation as an employer of choice

• Provide employee with an organized way to wrap-up AFTER DEPARTURE and transfer projects • Assist in the transfer of knowledge Reminder to send Notify partners Dispose/repurpose Verify cancellation Cancel memberships Remove from recurring Ensure continued Review of employee (outplacement, meeting schedules; employee access follow-up termination laptop and cell of system, building (industry), licenses, feedback given at • Protect physical property and maintain an operating information (COBRA, benefits/COBRA phone and security card update org charts, to payroll and W2 exit interview for contracts (cell phone) knowledge base etc.) to employee administration, etc. of access company contacts, information continuous employee departure) mailbox, nameplate improvement • Ensure compliance and security regarding systems and physical access