In the office, we, as the Human Resources, may tend to put huge attention on an employee’s onboarding process, but skip our focus on the offboarding part.
Churning employees is inevitable in businesses. The HR may consider it as a failure of retaining their talents – therefore hesitate to spend resources and focus on managing the offboarding process.
Contrary to popular beliefs, we can still gain a lot from resigning employees if we can view their offboarding process as part of ‘talent acquisition management’. So, what should we do?
Don’t be too sentimental
The truth is, it’s very rare for a talent to stay at one company for their whole career – especially the younger troops. During the exit interview, dig deeper into their motivation for leaving, what their next mission in life is – because who knows, he/she might become a very great vendor/partner for your organization’s next project.
Acknowledge all their contributions before they leave, so they know that the organization is always supportive of them and will be eager to be contacted later; perhaps you can still hire him/her on a freelance basis.
Transition is never easy – it’s good for you to provide a system that helps them to experience a smooth transition, such as providing recommendation letters without hassle, being helpful with the tax and insurance transition, etc. Leave a good impression, and the words will spread to support your employer branding image.
Arrange a formal alumni program
It’s always good to have a positive community around the organization – within this community, you can unexpectedly gain valuable customers, suppliers, boomerang employees, mentors to current workers, and ambassadors for the firm.
So, are you ready to arrange your offboarding program better?
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