- 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.
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