Offboarding is the process of parting ways with an employee and should receive careful attention. The way you offboard is a powerful signal to current and former employees that you are who you say you are and that employees matter more than just their contribution to the bottom line.
Setup
Roles
Define who will be a part of the offboarding process to assure a smooth transition:
- Manager
- Offboardee
- People Ops Manager
- IT
Before launching offboarding program
People Ops Manager tasks
- Create a source-of-truth for offboarding process and checklist (often required for compliance with security regulations like SOC-2)
Checklist
Before Transition
Manager tasks
- Create a communication plan with offboardee
- How you're going to communicate to their direct reports (if applicable)?
- How and when you are going to communicate to the rest of their team?
- How and when you are going to communicate to the whole company?
- Appoint new project owners
Offboardee tasks
- Schedule a knowledge transfer meeting with new project owners
People Ops Manager tasks
- Prepare all relevant exit paperwork
On Transition Day
Manager tasks
- Schedule transition day meeting with offboardee
People Ops Manager tasks
- Remove offboardee from payroll
- Change offboardee status in HRIS
- Share a goodbye note in public communication channel
IT tasks
- Remove access to all systems
- Collect all company devices (laptop, monitor, office keys)
Offboardee tasks
- Fill out personal details to keep in touch
After Transition
People Ops Manager tasks
- Schedule exit interview around the two-week mark after departure
- Invite offboardee to you alumni network
What's Next
To streamline your offboarding process with automated tasks and private communication channels, try running the Offboarding workflow directly in Gather.
Tips on enhancing your Offboarding process can be found in the People Operations Playbook.
