Offboarding: Making the Most of a Valued Employee’s Departure

Steve Brisendine , Content Creator at SkillPath

We’d all like to keep our top performers around, retaining their experience and knowledge and saving the cost of recruiting, hiring, and training their replacements. Unfortunately, despite our best retention efforts, people are going to change companies, and you’ll find yourself offboarding people you worked so hard to onboard and keep.

The job-hopping trend is especially prevalent in younger workers. Research by Zippia indicates that the average worker under 24 has had?almost four times as many job changes?as the average worker over 45 years old.

It can be tempting to take a “Let’s get this over with and move on” approach when an employee takes a job with another company. After all, why invest more than minimal time and effort in an employee who won’t be around much longer anyway?

That, however, is a mistake for several reasons. A cold, perfunctory offboarding process can not only damage the chances of a former employee speaking well of your company, but cause you to miss out on potential internal improvements as well.

Conducting a proper offboarding process is a lot of work; company assets must be recovered and access privileges removed, with the final exit interview perhaps being the most important aspect. it also presents a significant opportunity if you approach it with that mindset.

To learn the four key things to make offboarding a net positive for your company,?continue reading at?SkillPath.com/Blog

For more on effective HR strategies, check out our live, virtual training?Managing Human Resources

Steve Brisendine is a Content Creator at Skillpath. Drawing on a 32-year professional writing and journalism history, he now focuses on helping businesses discover new learning opportunities, with an emphasis on relationships and communication.?Connect with Steve on LinkedIn.