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Develop an Offboarding Plan to Manage Risk and Transition Employees Effectively

Plan ahead to promote positive departure experiences and minimize the impact of involuntary turnover.

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Your Challenge

  • The average departure notice does not allow enough time to offboard effectively. As a result, most organizations don’t enable the passing of required knowledge from one employee to another before a departure.
  • If you don’t plan to capture critical knowledge prior to the departure notice being given, you risk knowledge loss in an age when knowledge is often an organization’s competitive differentiator.

Our Advice

Critical Insight

  • A well-defined offboarding process will help mitigate the risks associated with involuntary turnover, as well as protect organizational knowledge from loss and the corporate brand from negative employee departures.

Impact and Result

  • Create an offboarding plan to manage departures effectively while protecting your corporate brand, retaining organizational knowledge, and preventing exposure to risk.
  • A positive offboarding experience will promote your employer brand and increase the likelihood of referrals, high-quality applicants, and rehiring opportunities.

Research & Tools

Guided Implementations

This guided implementation is a four call advisory process.

Guided Implementation #1 - Plan for offboarding

Call #1 - Review project rationale and discuss current offboarding policies and procedures.
Call #2 - Review communication plan and departing document draft.
Call #3 - Discuss how to follow up on and revise the offboarding checklist.

Guided Implementation #2 - Plan for post-departure

Call #1 - Discuss the auditing process to ensure efficiency and efficacy.