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.
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.
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.
Develop an Offboarding Plan to Manage Risk and Transition Employees Effectively Research & Tools
1. Plan for offboarding
Establish offboarding processes,
termination logistics, and communication guidelines and plan for knowledge
Build morale after an
employee departure and maintain alumni relationships.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.