Employees Offboarding Checklist: A Guide to A Smooth Employee Exit
Last Updated on April 25, 2021 by Owen McGab Enaohwo
Featured Bonus Content: Download the FREE SweetProcess Offboarding Checklist! Click Here To Download It.
Do you have an offboarding checklist in place to help you seamlessly offboard your employees? No matter how long an employee works for you, it is inevitable that someday they will leave.
For some, it might be done voluntarily, while for others it could be involuntary.
In this post, you will learn all about using an offboarding checklist to help you through the process.
Employees Offboarding Checklist – Table of Contents:
Offboarding is the process of disengaging an employee from your workforce. It involves all the processes needed for a formal separation between the employer and the employee.
The separation could be due to retirement, resignation, or termination.
You should aim at having your offboarding done properly so you don’t find yourself reaching out to a former employee after they have left, or worse – getting sued!
Offboarding and Onboarding: What’s the Difference?
The journey of an employee begins with an onboarding process and it ends with an offboarding process.
You can’t have a new employee dive in immediately—they need to be taken through the process of what to do and how they should get it done.
The same goes for offboarding. Withdrawal of the services of an employee does not just stop instantly. A step-by-step process needs to be followed to ensure that the withdrawal process is thorough.
Why Is the Offboarding Process Important?
Employees who have been disengaged from your company have a choice to either become advocates or antagonists.
The path they choose strongly depends on the way they perceive your company.
Employees who become advocates of your company have the power to influence other potential employees as they will speak highly of you.
The reverse is the case for antagonists, and this is one of the reasons why you should strive to create an offboarding process that will leave you with more advocates.
Damages caused by such incidences might cost your company a lot and, as such, offboarding should be considered very important.
Proper offboarding allows you to understand the experience of the outgoing employee and correct any misconceptions they might have.
It will also create an avenue for networking growth and further development in the future.
Using a proven method to achieve a successful offboarding process is the best way to go. One great option is by using a checklist.
So, let’s take a look at the kind of checklist to use.
What Is an Offboarding Checklist?
Checklists are great for ensuring that you do not miss any step when executing a process.
An offboarding checklist itemizes the steps you need to take to have a seamless offboarding process.
An offboarding checklist is therefore the set of tools used by human resources and other departments to ensure a smooth separation between the employer and employee.
Stay with me as we go deeper and take a look at all the moving parts and details to consider.
Chapter 1: The Importance of Having an Offboarding Checklist in Place
The offboarding experience matters just as much as the onboarding experience.
This is why an extensive or comprehensive employment offboarding checklist should be an essential part of any human resources (HR) department.
And since it is important for the employee in particular and the company in general, performing it poorly or incorrectly can permanently burn valuable bridges.
It could also bring about major security issues and arouse indifference or hostility among members of your team.
This implies that if your onboarding process is not up to par, more employees will start quitting.
If this happens, it may become much more challenging to find quality and suitable candidates when you roll out your hiring processes.
The importance of having an offboarding checklist in place cannot be overemphasized.
Why Is It Important to Carry Out an Offboarding Procedure?
Offboarding—which is also referred to as “employee exit management”—is an aspect that is generally overlooked by many organizations, from startups to established businesses.
Most organizations turn offboarding into extended farewells as they scramble to find a replacement, move documents and files to a new party, or just run out the clock until the employee departs.
But you can turn this period into a very strategic advantage for the organization.
Here is why it is crucial to carry out an offboarding procedure:
When an employee leaves, other employees start to wonder why their colleague left. Irrespective of the reason given for the departure, someone who leaves on their own can hurt the morale of other staff.
But a major offboarding experience can change all that because it shows appreciation for the departing employee. You can send them a nice “shout out” in the next all-hands meeting or a company-wide email.
If you can, try to get the employee to share the reason they are leaving the company, as this will assure other employees that the decision is personal.
This open gesture shows other employees that you value them and their contribution to the organization’s growth.
It assures them that there is nothing to fear, which means zero worries about the organization’s projections or the possibility of a backlash if they decide to resign.
Offboarding procedures also make it easier to find, interview, hire, and onboard a replacement for the departing employee.
This is why you must keep and maintain an open dialogue with the departing worker.
You can leverage the departing employee’s familiarity with the organization and their expertise about the role they used to play to create or even tweak your job listing.
You should also consider their feedback on who you may have brought in or promoted to replace them.
And lastly, offboarding procedures help you discover if something went wrong which made the employee decide to leave. This is where honest and open exit interviews come in. This is discussed much later in this post.
What Types of Employees Are Offboarded?
An offboarded employee is an individual who has worked for your organization and then leaves via resignation, internal transfer, termination, layoff, or retirement.
Part-time, full-time, as well as contract employees may switch or transition for any of these reasons:
Internal transfer:
There is a particular angle that most HR departments don’t consider when compiling offboarding plans, and this has to do with people or employees who move within the company.
The same offboarding processes should cover or apply to their departure as if they are leaving the organization altogether.
In each of these cases, the worker should be transferring in-depth knowledge and sharing project status.
Layoff or termination:
This has to do with employees whose work with an organization ends due to ethical infractions, performance, or other factors, or because the organization’s finances call for staff reduction.
Resignation:
These are employees who voluntarily leave the organization before their retirement.
According to a 2018 survey conducted by Robert Half International, it was discovered that up to 75 percent of workers who are less than 34 years old, and 64 percent of all employees, think switching jobs or transitioning to new jobs is right for them and their careers.
Retirement:
Individuals who have successfully ended their full-time working life are always excellent sources of knowledge.
They need to undergo debriefing so that they can mentor their younger colleagues or coworkers before they depart.
They may end up serving as go-to consultants or even part-time employees in the future. So, they should depart on excellent terms.
Top 5 Benefits of Using Employee Offboarding Checklists
An offboarding checklist for your organization is necessary for the smooth running of your HR activities. This checklist has been used by several organizations that have been able to smoothly manage the exit process of their employees.
Here the top five benefits of using employee offboarding checklists:
1. Former employees can become future employees
People leave their workplaces for many reasons. It may be due to a lack of significant growth opportunities, or it could be due to leaving no room for them to work remotely. It could also be that they have found a much better financial offer—and more growth opportunities—in another organization.
The point is that most employees don’t always leave because they suddenly dislike the culture of the organization. This is why they usually end up right back at the organization after a specific period, provided they had a warm or positive offboarding experience.
Rehiring former employees, from a company’s perspective, has its benefits. It is highly cost-effective as the employee wastes no time getting up to speed.
They will be productive and operate much faster than if an entirely new employee was hired.
Recruitment times are indeed tough these days, which is why most organizations will never say no to a former employee who seeks to be rehired.
2. Former employees are ambassadors
The way a former employee is offboarded has a long-lasting impression that stays with them forever.
During that employee’s time at your organization, they are bound to have experienced moments that stand out in their memories and will never be forgotten.
And so if such an employee has an enjoyable or memorable offboarding process, they will automatically become unofficial ambassadors of your brand.
Such employees will speak highly of your organization to whoever cares to listen. This can have a profound positive impact on your organization’s employer brand and its appeal to candidates.
3. Former employees are customers, too!
And just like your candidates are, in most cases, your customers, the same analogy can be applied to your former employees.
There is no better advertising than a former employee who leaves a company but remains a loyal or steadfast customer. They are proof that you treat your customers incredibly well.
4. Security
An appropriate offboarding process is highly crucial for security reasons. If an employee leaves involuntarily, they may act in desperation by trying to hurt the company.
For instance, out of spite, the former employee may decide to delete important files or publicize the organization‘s database.
Up to 20 percent of companies state that they have experienced data breaches by former workers or employees. This means at least one-third of former employees still have access to company data.
This is avoidable, especially if the departing employee undergoes a proper offboarding process. This ensures that such individuals no longer have access to company networks and systems after they depart.
5. Compliance and regulation
The organization may need to meet specific regulations and guidelines that have to do with offboarding and access. If you have a repeatable process in place, compliance with those regulations or rules will be a lot easier. This is why you need to have your offboarding process in place.
Even though offboarding is important, it comes with some challenges. We’ll run through them in the following section.
What Are the Human Challenges in Employee Offboarding?
Offboarding is a useful addition to managers, supervisors, and even human resources’ acumen or proficiency. However, implementing the entire process is never a walk in the park. And that is mostly because change is often difficult for most people.
Here are a few of the human challenges in employee offboarding:
Lack of Commitment to Management
It is sometimes difficult to get managers and HR to fully understand the value of managing the transition efficiently. However, building excellent relationships with managers before going separate ways and offering valuable resources to these managers can significantly boost the chances of success.
Coordination Issues
Another human-based challenge in employee offboarding involves employee and management commitment to the entire process and coordination with the other departments. Automation and top-down, buy-in are critical.
Unrelenting Improvement
Upgrading standards and procedures are just a few ways to decrease expensive attrition.
You can easily prevent such turnovers, but you need the right kind of information that will enable you to make befitting changes.
Disgruntled Existing Workers
Angry or resentful workers are generally, or in most cases often, uncooperative.
Nevertheless, despite these circumstances via which the social transition steps of project handoffs, knowledge sharing, and even documentation are somewhat challenging, you should do your best to follow the functional transition steps to the end.
Streamlining the entire process and documenting it every step of the way will ensure it remains the same with every employee, thereby enhancing consistency.
Misjudged or Underestimated Gathering of Knowledge
It is crucial to fully understand what has gone right versus what has gone wrong. This enables you to make or inject necessary positive changes that will eventually help you retain current workers.
What are the practices you need to ensure an effective offboarding process?
Keep reading as we take a look at the best practices to adopt.
Offboarding Best Practices for Organizations
Best practices are about being inclusive, positive, and also keeping communication mutual as well as free flowing. Therefore, take the following into account as you establish best practices and design your offboarding processes:
Human Emotions
Never take the departure of an employee too personally. Treat the departing employee with the utmost respect. Don’t be tempted to pile on last-minute work as others may see it as a form of punishment.
Careful Communication
Always set a civil law that informs employees that you will honor them anytime they decide to leave. They should always feel like part of the organization, thanks to their unique contributions to its growth.
Team Effort
Coordination between departments and people is vital at each step of the offboarding process. This is to ensure a successful and seamless departure.
Automation
Instead of dealing with stacks of paper, consider using software to simplify processes while ensuring every employee stays on task.
Documentation
Human Resources needs to consider several things, including the onboarding software they use, what data or information they can capture via the software, as well as how they can analyze and document that data or information to detect trends.
Offboarding these days could arguably be even more critical than onboarding employees is. Offboarding is a combination of actions, decisions, and processes that take place when an employee leaves.
Not disengaging your employees properly can pose a great risk to your organization. The risk involved is covered in the next section.
Employee Offboarding Risks
Employee retention has always been a big deal, even more so now than ever before.
But whichever way you see it, there is little you can do if an employee decides to leave of their own volition. And this can raise employee offboarding risks through the roof.
This is because, according to Dark Reading, about 50 percent of ex-employees still have access to corporate cloud apps.
The researchers’ findings—which are based on a study involving up to 500 IT decision-makers—indicate that few organizations have adequate deprovisioning, termination, provisioning, and login management processes in place.
Up to 20 percent of participants also reported that these firms’ failure to deprovision ex-employees from corporate apps had contributed immensely to data breaches at their firms.
It is now a standard procedure for organizations to deprovision 20-30 licenses for each employee as against four to five in years past. The reality, however, may be worse.
A report published in 2019 showed that typical employees at U.S. firms with at least 800 employees used 44 cloud apps.
The organizations use licenses obtained from an average of 140 vendors. And since only a handful of these enterprises know what they own, as much as $4 million is wasted annually.
This implies that organizations clearly and heavily underestimate SaaS’s amount used by their workers as well as the SaaS risks involved. Therefore, it is expedient for the IT department to disable terminated employees’ access to their former employer’s financial and operational information.
Now that we have covered the basics, the next stage is the breakdown of the offboarding process.
Chapter 2: Offboarding Checklist: A Step-by-Step Approach
Getting your offboarding done properly means that you have to follow an established checklist to ensure that you do not miss out on any step.
There are many moving parts and lots of actions to be taken. This can only be achieved through a systematic approach
Three Phases of Offboarding
The execution of a successful offboarding process must be done in phases.
It is not ideal to rush the process or try to finish everything in one day.
Here are the phases you need to go through to have a seamless offboarding process:
Phase 1: Preparation
This covers all activities leading to the exit of the employee. It includes things like the submission of a resignation letter, farewell lunch or dinner, and notification of all necessary departments that need to carry out the exit processes.
Phase 2: Departure
This covers the actual withdrawal process of the employee. It includes activities such as the return of equipment, knowledge sharing, exit interview, signing of the separation agreement, and payment of final compensation.
Phase 3: Post-Departure
Thismarks the last phase of the departure. It extends beyond the last day of employment of the employee. It involves things like joining the alumni network, identifying development opportunities, encouraging referrals, and process improvement suggestions.
Who Is Involved in the Offboarding Process?
Offboarding is a collective responsibility of different departments or units in the company.
There is an overlap of participation across the three phases mentioned above.
People involved in all their phases include:
The employee
The manager
Coworkers and peers
IT
Human resources
Other departments
Important Employee Offboarding Processes
An effective offboarding process shows both current and prospective employees that your company values them immensely.
How employees are treated when they leave will determine their willingness to come back and work for you again in the future.
Here are the steps to take when offboarding an employee that will help create a lasting impression:
Have a Plan
The first step is to have a well-thought-out plan in place to prepare for the employee leaving your organization. Be thoughtful about the logistical details so that you can be present during the offboarding process.
You may create an offboarding checklist that may include items like:
When they will receive their final paycheck
The proper way for them to return company items in their possession
The transition of duties, provide COBRA information, etc.
Communicate the Departure on Time
Do not waste any time letting the other members of the team know that an employee is leaving or moving on.
The last thing you want is rumors or gossip which could easily—and quickly—disrupt your workplace.
Let everyone know that the employee is moving on. Thank the departing employee for his or her service.
If it is appropriate, you may also share the primary reason behind the departure of the employee.
You should also let them know the person who will take over the responsibilities of the departing employee until a suitable replacement is hired.
Sharing news with other employees will quickly open several lines of communication so that every employee starts thinking, “What are the things I need before this person finally leaves?”
You should ensure the departing employee’s direct managers, team, and even subordinates know precisely what is going on.
Payroll and IT should also be informed of the new development as they may have several offboarding processes to perform themselves.
You may even find it necessary to communicate the new development to customers if the departing employee handled a customer-facing role. If that employee is a senior manager, you may find it necessary to issue a public announcement on the grounds of transparency.
It is hoped that you will get a replacement when the employee departs. This is why it is vital to get the departing employee fully involved with onboarding their replacement into new responsibilities.
But if there is no replacement for now, you should still get the departing employee to start documenting their role.
Ask them to layout all their daily as well as weekly duties. Specify the contact details for resources such as important vendors and clients, as well as provide the how-to’s of critical functions.
Prepare Paperwork
You need to prepare some documents that must be given to the departing employee or included in their files. They include:
The resignation letter from the employee.
Signed non-compete/non-disclosure agreements.
An acknowledgment letter from the employee’s superior.
Signed documents that relate to 401(k) plan balances, and so on.
A signed denial of COBRA or form acknowledging receipt.
Signed documents that relate to any paid time off balances and final pay, if applicable.
Transfer the Employee’s Knowledge to Their Successor
This step should be easy if you already have a successor planned. But if that is not the case, one can only be hopeful that you retain an excellent relationship with the departing employee.
You can ask them to transfer the knowledge they possess as regards their role in your organization, and also train the replacement or successor.
If there is no successor ready to take up the role, you may have to create processes, documents, and even contact lists. These will be ready for the successor to use as soon as they take up their new position.
How you transfer the knowledge of the departing employee to a successor depends primarily on the temporarily vacant role.
Process-driven technical roles can easily be detailed and documented. But management processes can be somewhat challenging to communicate.
Bear in mind, however, that when the employee finally departs, he or she will be unable to render much help when problems or questions arise in the future.
Recover Company Assets
Astonishingly, many companies utterly fail to recover assets that belong to them like laptops, mobile phones, and even equipment when employees depart.
The simple trick to appoint someone to be in charge of asset recovery. You may ask the departing employee to do it.
However, you could also have another employee—such as a line manager or someone in the provisioning team or IT department—who will be responsible for not only following up but also keeping track of the assets to ensure they are returned.
Update Your Org Charts and Company Directory
References to former employees at an organization can significantly slow down or even baffle internal communication. This is usually the case for new employees.
Ensure that you update your org charts and company directories with the details of the departed employee’s successor included. This is to guarantee a seamless transition.
If the departing employee is referenced in any collateral in your organization—e.g., company website, flyers, brochures, etc.—make sure you update these as well.
This task can be handled by line managers, the departing employee, or even the replacement or successor. This is for organizations with HRs with self-service functionalities.
But it is a known fact that it is the human resources’ responsibility to ensure this particular process is conducted as soon as possible, and all information is kept up to date.
The system access of these former employees, in many cases, was never revoked.
Although this is an IT process, HR needs to notify IT about the departing employee in order to complete their offboarding checklist.
Bear in mind that every shared account—including single-user internal systems, shared passwords, etc.—must also be updated with new details to prevent breaches or unauthorized remote access.
Update Credit Card Payments
Charging credit cards is a common exercise with SaaS apps. The finance department should be in charge of revoking the corporate credit cards held by departing employees.
But then, how exactly can you pinpoint the SaaS apps this corporate card has been paying for?
This is why it is highly crucial to keep and maintain an up-to-date list that always matches the corporate credit cards as well as their SaaS applications billing records. But that is if you would prefer or ensure business continuity.
When you have this list in place, make sure you update new apps and cards on the list from time to time. If you fail to do this, the vendor may limit its functionality or block access to the service.
Complete the Final Pay Process
Most payroll systems come with this remarkable built-in functionality. Nevertheless, it is still vitally important to ensure the final payment process is undertaken by payroll.
Astonishingly, however, some former employees of large organizations are not always removed from the payroll system until several months after they leave.
Communication, therefore, is crucial in this aspect. You need to make sure that payroll always has up-to-date information or details like the employee’s notice period, end date, possible holidays or vacation time that needs to be paid out, and any other information they will require to legally and candidly compensate the departing employee.
And as soon as the employee leaves the organization, their details—such as their names, bank account details, etc.—should be removed from payroll immediately.
Carry Out an Exit Interview
Do you know that exit interviews can provide highly valuable information that can be used to bring about massive improvements and change in your organization? And the employee can also be at liberty to share precisely why they are leaving the organization.
Therefore, consider the following agenda when conducting exit interviews:
First of all, state the purpose of the interview.
Next, discuss the job the employee had in your organization, their new job, their reason for leaving, etc.
Ask for employee suggestions that may contribute to the growth of the organization when implemented.
Stay Connected
You need to make sure that former employees get a way to stay in touch with your company. This is to ensure that they remain aware of any future career opportunities.
The next phase after identifying all the processes involved is to get the right tools or software that will help you execute the next step.
There are quite a number of options and we’ll cover that in the next chapter.
Chapter 3: Top 10 Employee Offboarding Software and Tools
Offboarding software and tools can be of great help in creating a well-structured and well-defined offboarding process. The majority of the offboarding tools that exist today also come with impressive offboarding functionalities.
Several types of employee offboarding software and tools can be found online. They vary from checklists as well as free tools to chatbots and specialized solutions. Here are some of them in no particular order:
Trello is not an official offboarding tool. However, if you have a lean budget, you can utilize this free tool to structure your offboarding process.
Trello is a collaborative project management web application, but it can also be employed to create templates that will help business owners offboard employees.
HR Cloud lets organizations create the most fantastic employee offboarding experience for departing workers with a company-branded exit portal. This particular solution automates specific employee offboarding procedures and automatically transfers the necessary documents—such as final pay summaries, etc.—while guaranteeing memorable experiences for the departing employees.
HROnboard provides onboarding software, but they also have an equally outstanding offboarding solution. This software can help structure your entire employee offboarding process, ticking off all the boxes as you go. These include exit surveys, important documents, final pay data, as well as a team farewell.
Click Boarding offers incomparable solutions for offboarding, onboarding, as well as cross-boarding. In the corporate world, they are seen as specialists or professionals in guiding the movement of employees, irrespective of where the careers of these employees take them.
The Click Boarding offboarding experience focuses primarily on a seamless, positive transition with continuous communication.
SilkRoad Technology prides itself as the world’s leader in strategic onboarding for international workforce transformation and readiness. They help companies prepare their employees for change by designing personalized, intentional journeys to maximize agility and increase retention throughout their careers.
Zohno Tools—which comprise Z-Term and Z-Hire—is designed to help IT specialists perform both onboard and offboarding tasks easily and quickly.
With a simple click, you can disable the account, move the user to proper OU, clear the manager field, get rid of all group memberships, etc., and then proceed to the cloud to disable all user accounts.
Kickresume for Business is a robust online tool for creating personal brands and career documents. It uses an advanced mechanism that guides job seekers through the entire process of creating outstanding resumes.
Although it is used as an onboarding tool, it can be used as an offboarding tool as well, especially by giving laid-off or offboarding employees free 60-day premium access to the tool.
OneSoft is a software company in the United States that was established in 2014. It offers OneSoft Connect, a software title that, in turn, offers training via documentation. OneSoft Connect provides a free trial and a free version. This risk management software comes with several features, such as:
Agile methodologies
Portfolio management
Milestone tracking
Traditional methodologies
Cost-to-completion, etc.
OneSoft Connect is also available as SaaS software.
Smart Onboarding is a platform that provides configurable, innovative, cost-effective, and flexible solutions to everyday business challenges. Clients can use this tool to boost productivity, save time, minimize costs, and maximize their ROI (return on investment), especially when it comes to employee offboarding.
SweetProcess is another innovative tool that many organizations utilize when running their offboarding process with no time to waste.
It serves not only for offboarding, but also for other automation processes for your organization.
This platform is all-encompassing and offers several other automation processes for your business.
Now that we know the tools that can be used to create a seamless offboarding process, let’s see how to actually create an effective offboarding checklist.
Chapter 4: How to Create an Effective Offboarding Checklist
There are so many moving parts when it comes to creating an offboarding checklist for your organization. You don’t want to miss any task or activity as this could be detrimental to the reputation of your organization.
One great way to get this done is by setting up the processes to capture each step.
Each task in the offboarding process also needs to be assigned to the person who will execute it without having to remind them to get it done.
One way to document the entire onboarding process and carry everyone along is by using software to automate the process.
This is where the SweetProcess software comes into play.
How SweetProcess Can Help You Create an Effective Employee Offboarding Processes
Every time an employee needs to exit your organization, you need to follow the established steps to ensure that nothing is missed.
When you have a tool like SweetProcess you can easily set up an established offboarding process for your company.
The beauty of SweetProcess lies in the fact that it is not only limited to enhancing your offboarding process, it can also be used for employee onboarding and training as well. This can be seen in the case of The Life Coach School that was able to use the SweetProcess platform to improve their employee training processes to the point that the employees could simply follow the documented training processes on SweetProcess to train themselves.
According to Kimberly Job, the executive director of marketing and customer support of The Life Coach School, she explained that “Video processes were helpful because the information was repeatable without managers having to repeat instructions to employees over and over.”
Your business can also embrace this hands-free training model with SweetProcess.
The fact that you have successfully created an offboarding process and now have fewer employees does not mean that your productivity cannot be improved. Shahzad Nawaz, the managing director of AA Accountants, was able to deliver consistent experiences to his customers and increased his company profits with fewer employees using SweetProcess to systemize his company’s processes.
It is all about working smarter and not harder.
If personal freedom means so much to you, and you want to scale and grow your business, then it is time to embrace the SweetProcess platform to help you achieve this. Lana Zander, CEO and co-founder of Jimmy Beans Wool, has this to say: “My company runs successfully without me, my employees don’t need me!” All thanks to SweetProcess, she has been able to scale her business and gain personal freedom without having to put in extra time.
You can never go wrong with SweetProcess. It allows you to capture each step and assign specific tasks to the parties involved for the smooth running of your company. It is the true definition of productivity improvement.
You can sign up for a FREE 14-day trial now to start enjoying all the features it comes with and also explore other solutions it has in store for your company.
Test running in real time will help you see how the software actually works to help you automate, manage, and control your processes.
Not sure what should go into the creation of your offboarding process and checklist, we cover that in the next section.
What Do I Put in an Offboarding Checklist?
Here’s a list of items to be included in your offboarding checklist:
A notice officially stating the resignation or termination of the employee
The last date of departure and things to be done before the employee departs
Review of NDAs as well as documentation of benefits
Knowledge transfer process
Inform clients, suppliers, and partners about the departure of the employee
Document the recovery of company property
Update company website bios, organizational charts, and directories
Begin IT cybersecurity offboarding process
Clear up all outstanding payments
Add the existing employee to your corporate alumni
What Do I Put in an Exit Interview Checklist?
Here’s what to include on the exit interview checklist:
Evaluate the employee’s work history
Assess their working relationship with coworkers or managers
Seek their opinion on the impact of the job on their goals
Get their opinion on how the company can improve when it comes to serving their employees
Putting together the most important content in your offboarding checklist will ensure that you leave no stone unturned.
Next, we’ll take a look at actual offboarding checklists and templates that you can use for your organization.
Employee Offboarding Checklist and Templates
When it comes to the proper execution of your processes, the use of templates and SOPs have proven to make it faster.
Offboarding your employee is no different, and we’ll see all the paperwork and checklists that you need to get started.
You can download the entire checklist and templates that you can use for offboarding here:
Conclusion
Running your organization should not be tedious, and with the right set of tools and software, you can have things automated and running efficiently.
With an effective offboarding checklist you can take care of the processes that will provide a smooth exit for your employee and keep your reputation and employee retention high. Kickstart your employee offboarding with SweetProcess and experience a hassle-free process for your organization today!
Do it with SweetProcess, click here to learn more
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