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
• Plan how and when to communicate their transition to: 1) their direct reports (if applicable), 2) the rest of their team, 3) 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 your 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.